![]() ![]() Nonetheless, input from a number of development leaders with diverse backgrounds resulted in a set of consistently used questions that we offer here, grouped into five areas. Development divisions use a wide variety of metrics, some are engaged or are soon to be engaged in a campaign, some have critical short-term needs, and others have a more long-range focus. Every institution has priorities that affect the type of information that is necessary to glean during an interview and the type of candidate that is sought. Second, the interviewers should agree on what most needs to be learned in the limited time available. Interviewers should consult before the interview process begins to ensure that all topics are covered while avoiding asking the same questions repeatedly. In addition to one-on-one interviews, hiring managers should put candidates in front of at least one small group of two or three people-even including people from outside the development shop-and spend time with candidates outside of the conference room in a social setting, such as over a meal, to see them perform under different conditions. The role of major gift officer demands that the individual interact with multiple personalities in various venues with ease and grace. This article seeks to guide interviewers in making the most of the limited time offered by the face-to-face interview.įirst, the interview should be carefully planned, from those who take part to the settings involved. Although individuals on both sides of the table relate that this high-pressure experience can be a less-than-ideal environment in which to get to know someone, it is also an opportunity for candidates to utilize the very skills and talents required for success in the position of major gift officer. Job Code 11626 is limited for use in the following organizations only: University Advancement, School of Medicine, College of Arts & Sciences, College of Engineering, College of the Environment, Foster School of Buisness, Law School, and the Medical Centers.The strongest candidates will not view an interview as a test but rather as the first step in establishing a relationship.Īccording to dozens of development leaders who have hired hundreds of frontline fundraisers, the in-person interview is the most important step in the hiring of major gift officers. ** This job code/payroll title series requires review and approval by the Compensation Office and the University Advancement Office. ** This job code/payroll title is limited for use in central administration organization units only. ![]() Non-Exempt Job Code if Position fails FLSA Salary ThresholdĪcademic Services Assistant and Associate Director Payroll Descriptors have been linked if available.Ĭonfidential Secretaries and Administrative Assistants to the President and Vice Presidents See more information on FLSA and L&I compliance.Positions hired into a non-exempt job code due to not meeting the salary threshold will be converted to exempt if/when their salary increases above the threshold. Job codes in the non-exempt column with no asterisk may be used for positions that either do not meet the salary threshold or for those that do not meet a duties test. Job codes in the non-exempt column of the following table have an asterisk if they are restricted to use for non-exempt positions that don’t meet the salary threshold. Some professional staff positions may be OT non-exempt if the position is paid below the salary threshold and/or the position does not meet any of the duties tests. Most professional staff positions meet all three criteria and are OT exempt. NOTE: To be exempt from overtime, a position must (1) be paid a salary, (2) be paid at or above the OT exemption salary threshold, and (3) the duties performed meet one or more of the “duties tests.” All three criteria must be met for a position to be OT exempt. Professional & Organizational Development.HR Benefits, Analytics & Information Systems.Upcoming changes to temporary employment program.Final candidate guide to COVID-19 vaccination requirement.University of Washington Human Resources University of Washington Human Resources Home ![]()
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