TITLE Research Specialist II
CLASSIFICATION NUMBER 5971
IMMEDIATE SUPERVISOR Principal Investigator
MAJOR ADMINISTRATOR Department Head
The Research Specialist II carries out research objectives or other projects defined by the Principal Investigator. The Research Specialist II performs work requiring advanced knowledge within the scientific discipline and uses discretion and independent judgment to analyze, interpret, and make deductions based on varying facts or circumstances.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A Master’s degree in a scientific discipline is required.
Skills: Effective organizational, interpersonal, and communication skills are required. Must have the ability to work effectively with students, faculty, and staff, as well as to communicate effectively with off-campus collaborators. The ability to develop knowledge of, respect for, and skills to engage with those of other cultures or backgrounds is required. Proficiency with basic spreadsheet, graphics, and word processing software is required. Other specific requirements depend upon the particular position.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Carries out sponsored research projects, adhering to objectives and protocols determined by the Principal Investigator and funding agencies.
2. Uses knowledge gained by formal education in the scientific discipline to analyze, interpret, and make deductions based on varying facts and circumstances regarding complex scientific work.
3. Maintains detailed records of results and prepares written reports acceptable to the Principal Investigator and funding agencies.
4. Contributes to a work environment that encourages knowledge of, respect for, and development of skills to engage with those of other cultures or backgrounds.
5. Remains competent and current through self-directed professional reading, developing professional contacts with colleagues, attending professional training, courses, or meetings as directed by the Principal Investigator.
The Research Specialist II is supervised by the Principal Investigator.
OFFICE OF HUMAN RESOURCES
REVISED FEBRUARY 2011
JOB FAMILY 4
Factor 1: Professional Knowledge, Skill, and Technical Mastery
Level 3 - 1500 Points: Entry-level knowledge of the principles, concepts, practices, and methods of an administrative, managerial, technical, or professional specialty. Knowledge permits employee to carry out basic recurring tasks and routine portions of assignments or to carry out less demanding professional elements of assignments in professional or technical areas including accounting or auditing, financial management, business administration, human resources, law, engineering, science, or medicine, while gaining 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, or to complete stages of a multi-phase project. Alternatively, knowledge at this level might also permit the employee to carry out recurring tasks and routine assignments requiring moderate experience in specific areas within higher education. 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 a specific technical or professional specialty. Knowledge requirements may also include a limited amount of related work experience. Alternatively, equivalent knowledge requirements at this level include a non-technical or general Bachelor's degree requirement with a moderate level of additional related work experience or a non-specific Master's degree requirement with some related work experience.
Factor 2: Supervisory Responsibility
Level 1 - 50 Points: Typically, little, if any, supervision of others is required. The job may require irregular but occasional responsibility to direct the work of student workers and/or temporary or part-time workers. The nature of supervision is largely confined to assigning tasks to others and does not include a full range of supervisory responsibilities. The amount of time spent on directing the work of others is normally a small portion of total work time.
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 3 - 500 Points: The employee operates under general supervision expressed in terms of program goals and objectives, priorities, and deadlines. Administrative supervision is given through statements of overall program or project objectives and available resources. Administrative guidelines are relatively comprehensive and the employee need only to fill in gaps in interpretation and adapt established methods to perform recurring activities. In unforeseen situations, the employee must interpret inadequate or incomplete guidelines, develop plans, and initiate new methods to complete assignments based on those interpretations. Assignments are normally related in function, but the work requires many different processes and methods applied to an established administrative or professional field. Problems are typically the result of unusual circumstances, variations in approach, or incomplete or conflicting data. The employee must interpret and refine methods to complete assignments. Characteristic jobs at this level may involve directing single-purpose programs or performing complex, but precedented, technical or professional work.
Factor 5: Managerial Responsibility
Level 2 - 400 Points: Work involves services including collecting, processing, and disseminating information and providing advice to others. Work activities may be complex and likely affect the accuracy, reliability, or acceptability of further processes or services to the extent that others rely on the advice given in order to make decisions. Work activities typically affect the efficiency of the department but have relatively minor effects on operations within the cost center. Individuals in jobs at this level are often responsible for actively documenting, monitoring, and controlling expenditures. Incumbents may recommend minor expenditures, but have no substantive authority over budgets.