Baylor Workforce Structure

Baylor HR utilizes job profiles to broadly define pertinent information about a group of staff positions, including the general scope of duties and responsibilities, Fair Labor Standards Act (FLSA) exemption, and qualifications for a position. A job profile can be applicable to multiple positions across the University, sharing commonality in function and responsibility. Furthermore, job profiles help ensure consistency in compensation and job structure across similar positions.

• Ties to market research
• Ties to exemption status

Access to position descriptions is limited to your Business Office and Human Resources Consultant. Please contact your representative for more information.

A detailed, clear and complete position description is one of the most important components in HR’s review process. A position description outlines the key responsibilities and essential functions of a specific position and is used for a variety of important purposes, including benchmarking, internal equity, performance appraisals, recruiting and dispute resolutions. 

• Classification: Accurate position descriptions and organizational charts are necessary to properly classify positions within our compensation philosophy and determine appropriate placement. The compensation team within Baylor Human Resources determines a position's classification after reviewing job duties and responsibilities of a given position. Jobs are evaluated and compared to others—both internally (at Baylor) and externally (in the job market)—in order to ensure equity across classifications.
• Legal Compliance:
  • The Americans with Disabilities Act, or ADA, prohibits discrimination in employment against qualified individuals with a disability. It requires employers to base employment decisions on the ability of the person to perform the job, not on the person's disability or limitations.
  • The Fair Labor Standards Act, or FLSA, defines minimum wage, overtime status, and work categories, and provides child labor protection. Since the information provided on position descriptions is used to determine the FLSA status of jobs (exempt or nonexempt), PDs must accurately describe the work being performed.
  • The Occupational Safety and Health Act, or OSHA, establishes safety and health standards to protect employees in the workplace. Accurate detail is important if the conditions are hazardous or unusual (e.g. noise, high voltage, chemical, etc.).
• Record of Duties to be Performed (for Evaluation Purposes): A complete and accurate position description assists a supervisor in establishing performance objectives and conducting employee performance reviews. Clearly defined performance objectives allow for constructive discussions between the employee and supervisor.
• Recruitment: Position descriptions are used to identify both minimum and preferred education and experience for a position. They include necessary knowledge, skills and abilities required to successfully perform a position. The position description also includes any special licensing, certifications, or other necessary requirements.

A position description should detail and clearly outline the duties. A position description is also afundamental communication tool between a manager and their employees, specifying theexpectations for employee performance. It is highly recommended that each department keep updated position descriptions for their employees in the event of a vacancy, reclassification review, or other changes. Establishing a regular schedule for updating position descriptions is critical to individual and organizational success. Managers and employees should meet at least once per year to review and make any necessary updates to an employee’s position description. This discussion should ideally occur alongside the goal-setting phase of the performance review process. Your HR Consultant is available to answer questions and provide guidance on this process, if needed.

Position Descriptions Requirements
• Position title
• Manager
• Department/Division
• Required and preferred education and qualifications
• Detailed list of duties and responsibilities
• Number of staff direct reports, if applicable
• Travel requirements, if applicable

Access to position descriptions is limited to your Business Office and Human Resources Consultant. Please contact your representative for more information.

The compensation team in Baylor Human Resources reviews business titles (also referred to as desk titles) to ensure they reasonably reflect the job duties, responsibilities and level of the position. The business title is considered to be the public facing title.

In most cases the position and assignment title will match. However, in those instances, when there is a need to be more specific, the assignment title may slightly differ from the position title to provide clarity.

Business titles may be used to:

• Provide a more specific description of the function or work performed.
• Better facilitate business communications.
• Align with professional/industry practice.

Business titles should not:

• Use elements of another official Baylor job title.
• Misrepresent the level of authority or responsibility of the position.

Baylor Human Resources reserves the right to deny a business title that does not follow the university's guidelines.