Position Title (required field)

The position title must be consistent with OP 56.09/80.11 - POLICY AND PROCEDURE STATEMENT ON RESEARCH AND EXTENSION PROFESSIONAL STAFF POSITIONS policy for Extension/Research Associates and OP 56.06/80.1 - POLICY AND PROCEDURE STATEMENT ON RESEARCH, EXTENSION AND CLINICAL FACULTY POSITIONS  policy for Research, Extension, and Clinical Faculty positions. 

PARF may be used to fill more than one position. Parenthesis may be added to indicate the number of positions to be filled.

Once a waiver has been requested and approved (See Exceptions to the University's Employee Recruitment and Selection Procedures) to fill a position internally to the department or MSU, it should be indicated in parenthesis. 

A good job title tells, in a word or two, what the position consists of; sets each position apart from other positions; is as brief as possible; and, if it consists of more than one word, it should be in natural order (for example, “Director of Admissions” not “Admissions Director”) so that it will be easy to use in written or spoken form; indicates skill level or supervisory level, where valid distinctions exist; indicates the job’s specific field, its relationship to that field and its professional standing

Note:  No other information should be included in this field.

Area of Specialization

The department/unit may specify the area of specialty in this field.  This field is searchable by the applicants.

Quick Link

This field may be viewed by the "hiring manager" after the position is posted on the web.  The quick link is a link that may be copied and pasted into an advertisement and when used will take the user directly to the job posting without any searching.

Title Code

The title code will automatically display for Support Staff positions or PARFs created from a previous PARF.  If the "hiring manager" doesn't know the title code, it will be completed by HRM.

EEO Code

This field will be completed by HRM.

Pay Grade

This field will automatically be displayed for Support Staff positions.  All faculty and professional positions will have UC as the pay grade, which stands for unclassified.  Unclassified positions are positions that are not included in the Support Staff Hiring Rate Structure.

Minimum Pay - Support Staff Only

This field will automatically be displayed for Support Staff positions and indicates the minimum salary for the assigned pay grade.  Should only be used for Support Staff positions.

Requisition Number

The system will automatically assign a requisition number after the PARF has been created.

Existing/New Position

Must select existing or new.  If this is an existing position, a position number must be entered.

Incumbent's Name

If this is an existing position, the incumbent's name must be entered in this field.

Resignation Date

If this is an existing position, the resignation date must be entered in this field.  (MM/DD/YYYY)

Position Number (required field)

A position number must be entered if the position is an existing position.  If the position is "New", the word "New" should be entered into the field.  If there are more than one positions being filled from the PARF, all position numbers should be entered.

Department (required field)

The department should be selected from the drop-down list.

Department Profile

Specific information about the department/program may be entered in this field.  This field shows in the details of the job posting to applicants.

Division (required field)

The division should be selected from the drop-down list.

Position Category (required field)

Executive, Faculty, Professional, or Support Staff should be selected from the drop-down list.

Position Type (required field)

Regular, Intermittent, Internal, Rehired Retiree, Temporary, or Time-Limited should be selected from the drop-down list.

Ending Date

Ending date should be entered for Intermittent, Rehired Retiree, Temporary, or Time-Limited positions.

Anticipated Appointment Date

This field is not required by the system; however, this field must be completed.

Full-Time/Part-Time (required field)

Full-Time or Part-Time should be selected from the drop-down list.

FTE

The percentage of FTE should be entered if less than 100% FTE.

12-month/9-month

12-month or 9-month must be selected from the drop-down list.

Tenure-Track Status (required field)

Tenure-Track or Non Tenure-Track should be selected for Faculty positions.  All other positions should select not applicable.

Position Posting Date (required field)

The date that the department would like the position to post should be entered into this field.  If the PARF doesn't get to HRM after this date, the PARF will post as soon as it is reviewed by HRM.  If the date is a future date beyond when the PARF gets to HRM, the PARF will post on the web when the date is reached.

Applicant Release Date

This date will be entered by HRM.  This is the date that the applicants will be available for review by the department/unit.

Position Close Date or Open Until Filled

A date should be entered in the position close date if the department wants the position to close on a specific date (must fulfill the posting requirements of 5 business days for support staff and 15 calendar days for all other positions).  If Open Until Filled is selected, the hiring manager must manually close the position by selecting "Close" in the posting status of the position.

Note:  Both cannot be selected.

Expected Rate of Pay (required field)

This field is not seen by applicants and an expected rate of pay must be entered in this field, which can be a range.  The purpose for this field is so that it can be compared to the amount budgeted for the position.

Budgeted/Unbudgeted (required field)

Must select whether the position is budgeted/unbudgeted.

Is this a Joint Appointment? (required field)

Is this a joint position across divisions? 

Amount Budgeted

How much is budgeted for the position?  This amount should be entered into this field.

Fiscal Year

Fiscal year should be entered here.

Special Comments

This field is not seen by applicants and should be specific to any budget information etc.  For example, if the expected rate of pay is greater than the amount budgeted, this field should include an explanation of where the funding will come from.

Account Number, Account Name, Percentage

Funding sources should be entered here.

Responsible Hiring Manager (required field)

The name of the person who will serve as the hiring manager should be entered into this field.  There can be multiple hiring managers selected for a position.

Departmental Contact

This field will be shown to the applicants.  If there is a person who will be responsible for answering questions regarding the position, this information should be entered.

Work Location (required field)

Select Main Campus, Meridian Campus, or Off-Campus.

Position Function (required field)

The position function is a brief narrative picture of the job that explains why the job exists.  It gives the reader an immediate impression of the position’s overall role at the University.  The position function should provide enough information to differentiate the job from other jobs.  This section should never exceed three or four lines.  Since brevity, accuracy and objectivity are primary goals in writing the position function, it is wise to follow these three basic rules:

• Start with an action word (verb)

• Briefly explain what is done.

•  Explain why the action is performed; in other words, what the position's primary purpose is for existing at MSU.  Include the overall end result the job exists to produce. 

For example, the job purpose for a Director of Alumni Programs may be:  “Develops and executes MSU alumni activities and services so that alumni maintain close ties with the University through continued involvement and support.”

It would break down as follows:

• Action Word(s) – Develops and executes.

• What’s Done – Execution of MSU alumni activities and services.

• Why or End Result - So that alumni maintain close ties with the University through continued involvement and support.

Essential Duties/Responsibilities (required field)

Essential duties/responsibilities describe the major end results for which an incumbent is answerable or responsible.  Because they represent the component parts of why the position exists, they support the position function and are vital to its achievement.  The sum of a position’s essential duties/responsibilities makes the position function statement happen. 

These are the specific results expected from the position on an ongoing basis.  Here you describe the activities the employee performs and the results of those activities.  Essential duties/responsibilities are accomplishments that must be achieved to call the position complete. 

Because of the emphasis on “essential,” there should only be four to eight essential duties/responsibilities for any position.

Minimum Qualifications (required field)

Minimum qualifications should describe position requirements, not human characteristics.  They are typically described in terms of experience or education.  They define the minimum level of skills needed by an employee to perform the job and meet the job’s standards.

• Experience.  How long must the incumbent have worked in this type of position at other organizations or in closely related positions to perform this position?  What is the mix between experience with any employer and experience at MSU or another University?

• Education.  What does the job require in terms of formal schooling, training or knowledge of a specialized field?  (Education includes any special licenses or certifications.)

The items listed in the minimum qualifications are those required for full performance of the job duties.  In recent years, however, a number of state and federal government agencies (particularly the EEOC) have been concerned that, in many instances, job qualifications are too stringent; the result is the hiring of overqualified, but under-utilized, individuals.  Another result is that people who could perform the work effectively are barred from employment.

You should make the minimum qualifications conform with the essential duties/responsibilities.  For example, if the position holder is not required to perform any duty requiring more than a college education, job specifications concerning a graduate degree can (and certainly should) be eliminated.  Invalid job qualifications are of no use to anyone, and may actually end up harming the individual and MSU.

Preferred Qualifications

 Preferred qualifications may be stated in this field.

Knowledge, Skills, and Abilities. 

List the knowledge, skills, and abilities necessary to satisfactorily perform the job. List only non-discriminatory, job-related items.

Working Conditions and Physical Effort

For each essential duty/responsibility, there are physical and mental abilities needed to successfully achieve the expected results.

Physical abilities include things like:

• Lifting, pushing, pulling, and/or carrying a certain amount of weight.

• Standing, walking, climbing, stooping, crawling, and so on.

• Talking, hearing, and seeing  (seeing may include color, depth and field of vision).

• Repetitive motions.

Mental abilities look at:

• Reading, writing, and verbal communication.

• Problem solving regarding using math or logic.

Example Working Conditions and Physical Effort statements are:

• Lifts 50 pounds frequently.

• Stands for periods of time up to two hours in length.

• Concentrates on documents for periods of time up to three hours in length.

• Types documents for periods of time up to three hours in length without a break.

The importance of examining and describing physical and mental requirements has increased because of the Americans with Disabilities Act (ADA).  This act requires most employers to modify those requirements, if such accommodations are reasonable, so that potential and current employees with disabilities can successfully perform a job.

Instructions for Applying

Documents that must be submitted should be included in this field as well as a statement for faculty and above outlining whether documents will be submitted online or to the Search Chair, along with the address where the documents must be submitted.  Whether candidates submit their documents online or not for faculty and above positions, candidates SHOULD indicate their interest by applying for this position on online by completing a Personal Data Information Form.

Employer Pass Message.

Maintained by HRM.

Employer Fail Message

Maintained by HRM

Restricted Clause

Position is contingent upon the continued availability of funding should be selected from the drop-down if the position is funded from soft money.

App Types Accepted

The appropriate application type should be selected according to the position being filled.  For Faculty and above positions, Personal Data Information Form should be selected.

Additional VP, Dean, and Dept Head Approvals

These should be selected when more than one department head, dean, or VP are approving the PARF.  For more information contact HRM at 325-3713.

Select which documents can be associated with the posting.