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Title Descriptions provide guidance for determining the proper classification of positions. However, they should not be used exclusively in the design of positions, or, in particular, in the design of performance programs and/or vacancy announcements. Within the title description that establish, among other things, the salary grade for a title and some of the acceptable job assignments within a title, there can be many different job/position assignments. While a title description may allow the assignment of duties and responsibilities A-Z, positions/incumbents within the class may only be assigned some of the duties appropriate to the title. Likewise, the preferred qualifications may vary depending upon the specific, and appropriate, duties to be assigned to a particular position holding the title. As an example, a supervisor would invite problems if a vacancy created a need for a programmer-analyst with expertise in a particular programming language, if s/he used only the preferred qualifications for that title in the vacancy announcement. While title description may also be used as guides in the preparation of performance programs and vacancy announcements, and in determining a unit's organizational structure, these activities require a thorough analysis of individual positions/jobs with title descriptions only providing benchmarks.

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Last Update - 1/23/13