CLASSIFICATION NUMBER 5005
IMMEDIATE SUPERVISOR Director, Publications
MAJOR ADMINISTRATOR Chief of Staff/Assistant to the President for University Relations
The Writer/Editor uses invention, imagination, originality, and talent to develop, write, and edit materials for print and electronic publications, which may include, but are not limited to, reports, magazines, newsletters, brochures, booklets, ads, and posters. The Writer/Editor proofreads original copy, as well as prepared materials, for readability and grammatical correctness. The Writer/Editor works closely with the Director of Publications in matters concerning editorial style and format in order to ensure consistency and quality of written materials to be published in print or online.
Education: A Bachelor’s degree in English, Communication, Journalism, PublicRelations or a related area is required.
Experience: Either one year work experience in a professional position writing or editing materials for publication or a minimum of three semesters experience in a part-time position in a similar professional setting is required.
Skills: Excellent verbal and written communication skills are required, especially an ability to write for external publications. Strong proofreading and editing skills are required. Organizational and planning skills are required. Knowledge of word processing is required.
Other: The scope of the job requires some evening and weekend work and occasional travel.
1. Helps to promote the University to alumni, donor, and internal audiences by contributing a unique or fresh interpretation in preparing feature stories for University publications, including alumni and employee publications, and assisting in the gathering, writing, and editing of material for related publications.
2. Helps to promote the University to prospective students by using invention, imagination, originality, and talent in preparing copy for University recruitment publications.
3. Assures the production of material consistent with established guidelines by organizing materials and completing writing assignments in accordance to set standards regarding order, conciseness, style, and terminology.
4. Contributes to the development of various publications by reviewing published materials and recommending revisions or changes in scope, format, and content or determining the need for development of new material.
5. Assures consistency with standards by editing, standardizing, or making changes to material prepared by other writers or other personnel.
6. Develops subject matter for publication by conferring with University clients.
7. Supports the Office of Publications by maintaining a project log of documents and other records and files, working with other staff members as part of a team to facilitate the reuse and storage of electronic document files, and assisting in the supervision of an office staff of editorial graduate assistants and student employees.
8. Remains competent and current through self-directed professional reading, developing professional contacts with colleagues, attending professional development courses, and attending training and/or courses as directed by the Director of Publications.
9. Contributes to the overall success of the Office of University Relations by performing all other duties and responsibilities as assigned.
The Writer/Editor is supervised by the Director of Publications and assists in supervising an office staff of editorial graduate assistants and student employees.
OFFICE OF HUMAN RESOURCES
JOB FAMILY 4
Factor 1: Professional Knowledge, Skill, and Technical Mastery
Level 2 - 900 Points: Entry-level professional knowledge of the principles, concepts, practices, and methods of non-technical administrative and managerial functions. Knowledge permits the employee to carry out basic recurring tasks and routine portions of assignments or to carry out less demanding professional elements of assignments in areas including communications, social sciences, art and design, education, and related functions while gaining in familiarity with the University's policies and goals, business practices and/or accounting systems. This level of knowledge permits the employee to schedule and carry out the steps of a limited operation or project to complete stages of a multi-phase project. Knowledge at this level is typically acquired through a combination of formal education and/or training and experience that includes a requirement for a college degree in an unspecified field or a specific background in a non-technical area. Knowledge requirements may also include a limited amount of related work experience.
Factor 2: Supervisory Responsibility
Level 2 - 130 Points: Regular, but limited, supervision, training, or directing the work assignments of (a) small numbers of student, part-time or temporary workers, or (b) one or more permanent, full-time employees. The nature of supervision is largely confined to scheduling work and assigning tasks. Supervision at this level typically does not include a full range of supervisory responsibilities, and supervisory duties typically do not consume a large portion of the work day.
Factor 3: Interactions with Others
Level 2 - 100 Points: Interactions are generally routine and structured involving employees inside the University, students, or the general public. The purpose may include obtaining or clarifying facts, coordinating work, solving recurring problems, or providing factual information to others. Contacts may be with coworkers or structured exchanges with students, faculty, or the general public, and are generally for the purpose of exchanging information.
Factor 4: Job Controls and Guidelines
Level 2 - 250 Points: The employee carries out a group of procedures using the general methods and desired results indicated by the supervisor. Typically, standard operating procedures, handbooks, and/or reference manuals exist for most procedures, but the employee must select from the most appropriate of several guidelines and make minor adjustments to methods. Unforeseen situations are normally referred to others for resolution. Assignments are related in function and objective, but processes, procedures, or software varies from one assignment to another. Based on the assignment, the employee uses diverse, but conventional, methods, techniques, or approaches. Employees in jobs at this level may perform work that is moderately complex, but normally performed within a fairly narrow and specific functional area.
Factor 5: Managerial Responsibility
Level 3 - 850 Points: Work involves providing significant support services to others both within and outside of the department that substantially influences decision-making processes. Work activities are complex and others rely on the accuracy and reliability of the information, analysis, or advice to make decisions. Work activities have a direct, but shared, impact on further processes or services, affect the overall efficiency and image of the department, and may have material impact on costs or service quality within the cost center. Incumbents may be responsible for identifying areas of need and for developing proposals that request funding to fulfill those needs.