Major Duties (cont.)

Indicating Revised or New Duties

When duties have been updated, the OSU Online PD System will require an indication of whether the duty is "new" or "revised" in the Comments section.

FLSA Status

The Fair Labor Standards Act (FLSA) designation is made by the Office of Human Resources. The FLSA exemption test is applied on a position, not a classification basis.

• Designation is based on job content.
• The salary range alone does not make a position exempt.
• Union contracts may stipulate overtime provisions differently from the FLSA. These contracts may create overtime obligations beyond the FLSA. However, they may not limit or restrict application of the FLSA.

Other Areas of Focus

The links below contain examples of well-written PDs that will provide you with a guide as you review further content in this training session. Before continuing to the next section, click the PD below that is most relevant to your learning in this module. You may either print the document(s) or view in a separate window.

Classfied Example | Professional Faculty Example | Academic Faculty Example (.pdf files)

The Position Summary

Describe what the program (in which the position works) does. Briefly summarize why the position exists and its role in reaching program objectives (e.g., supportive, technical, supervisory, program manager), and state how it contributes to the overall success of OSU. Be sure to include information about:

1. the size of the program (employees, budget),
2. scope (geographic region, statewide), and
3. who or what the program affects.

Example

Decision Making/Guidelines

List any established guidelines used to do the job (e.g., State or Federal laws or regulations, policies, manuals or desk procedures) and how they are used for the work assigned.

Use specific examples of typical decisions made by the employee in this position (e.g., prioritizes work, hires staff, selects and orders equipment, approves benefits) to illustrate the position’s authority. This section should relate the level of responsibility/authority for decision making in relationship to the assigned duties.

Example

Lead Work/Supervisory Responsibilities

If there are leadwork/supervisory duties associated with a position, you are required to address the three categories below that describes the level of leadwork/supervisory duties performed. The information required includes the:

1. Number of employees this position provides lead work/supervision for.
2. Type of employees in which this position provides lead work/supervision.
3. Percentage of time is spent performing these duties. (This should also be reflected in the Position Duties section.)

Note: Clarification of leadwork/supervisory responsibilities is covered in more depth on page 12 of this online program.

Scholarly Outcomes

All professorial positions (tenured, tenure-track and fixed term) are required to have scholarly outcomes. Scholarly outcomes are not a position duty. Scholarly outcomes are the product of performing the assigned duties. 

For example, the percentages for the assigned duties are listed as 40% teaching, 50% research and 10% service; the scholarly outcomes might be written as: 

“50% of the assigned duties are expected to lead to scholarly outcomes, including successful external grants, refereed publications, and peer reviewed presentations.” 

In most cases the percentage for scholarly outcomes will equal the research duties.  The minimum percentage for scholarly outcomes is 15%.