{"id":16586,"date":"2020-01-13T18:29:58","date_gmt":"2020-01-13T23:29:58","guid":{"rendered":"https:\/\/www.rochester.edu\/human-resources\/?page_id=16586"},"modified":"2026-03-31T09:34:26","modified_gmt":"2026-03-31T13:34:26","slug":"posting","status":"publish","type":"page","link":"https:\/\/www.rochester.edu\/human-resources\/professional-success\/managers-toolkit\/recruiting-onboarding\/posting\/","title":{"rendered":"Job Posting Process"},"content":{"rendered":"<p>The job posting process can be broken into a few specific steps, which are described in detail below.<\/p>\n<h2>Defining the job<\/h2>\n<p>A key part of leading a team is preparing for and responding to changes that impact the team: its priorities and focus, workload, work processes, and team members. It\u2019s important to regularly assess your overall operational needs, including future needs. You\u2019ll want to review current processes and business practices to ensure high efficiency and high quality.<\/p>\n<p>If it\u2019s determined that you need a new position on your team or the job responsibilities of an existing position have changed, it\u2019s important to clearly define the new or revised job description so that it accurately reflects the duties and responsibilities of the position. This will be the foundation for recruiting, developing, and retaining talent. It will also set the stage for optimum work performance by clarifying responsibilities, expected results, and evaluation of performance. It is also an important component to maintaining a fair compensation system and ensuring compliance with both University policies and legal statutes.<\/p>\n<p>Your first step in defining the job will be to consider the objectives and responsibilities of the position. These, along with other key aspects of a job like qualifications, scope, physical requirements and hazard assessment, should be documented on the University\u2019s\u00a0<a href=\"https:\/\/www.rochester.edu\/human-resources\/wp-content\/uploads\/2021\/02\/UR-Job-Description-Template.docx\"><strong>job description form<\/strong><\/a>. Explore tips for populating and formatting the job description template in the drop-down below.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>The job posting process can be broken into a few specific steps, which are described in detail below. Defining the job A key part of leading a team is preparing&hellip;<\/p>\n","protected":false},"author":6,"featured_media":0,"parent":9936,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"page-templates\/one-column.php","meta":{"_acf_changed":false,"footnotes":"","_members_access_role":[],"_members_access_error":""},"class_list":["post-16586","page","type-page","status-publish","hentry"],"acf":{"lead_in":"","display_title":"Job Posting Process","subtitle":"","call_to_action":"","hero_image_placement":"no_image","hero_media":"images","hero_pattern_option":"","hero_video":"","hero_image_landing":"","hero_image_landing_two":"","hero_image_landing_three":"","content_modules_above":null,"sidebar":"show__sidebar","sidebar_feed":"menu_select","menu":"826","page_links":null,"sub_menu":"","content_modules":[{"acf_fc_layout":"text","anchor":"tips","css_class":"","title":"<h2>Tips for populating and formatting the job description template<\/h2>","content":"In some instances, it may be appropriate to gather input from the incumbent(s), specifically if there are a small number of people in the position (3 or fewer) and if there is ambiguity regarding the position\u2019s responsibilities. If an employee provides input, the supervisor retains responsibility for reviewing the final job description and completing the review and approval steps with their HR Business Partner. If you are unsure of the necessary information, please consult your HR Business Partner.\r\n\r\nA strong job description clearly shows\u00a0<strong>what<\/strong>\u00a0the employee does,\u00a0<strong>how<\/strong>\u00a0they do it, and\u00a0<strong>why<\/strong>\u00a0the role exists. It should describe the work, not the person.\r\n<ol>\r\n \t<li><strong> General Purpose (3\u20134 sentences)<\/strong><\/li>\r\n<\/ol>\r\nUse this section to answer:\r\n<ul>\r\n \t<li>Why does this job exist? What is its primary purpose?<\/li>\r\n \t<li>What are the main areas of work it owns? How does this role contribute to the departments goals?<\/li>\r\n \t<li>How does it impact day-to-day operations, patients\/customers, colleagues, and the organization?<\/li>\r\n<\/ul>\r\nWrite in plain, specific language. Avoid vague phrases like \u201cprovides support as needed.\u201d Instead, use outcomes such as \u201censures accurate and timely preparation of monthly clinic productivity reports.\u201d\r\n<ol start=\"2\">\r\n \t<li><strong> Job Duties &amp; Responsibilities (4\u20137 responsibilities)<\/strong><\/li>\r\n<\/ol>\r\nUse the table in the template to capture the major \u201cbuckets\u201d of work, not every small task.\r\n<ul>\r\n \t<li>List 4\u20137 responsibilities that together describe the full job.<\/li>\r\n \t<li>Start each responsibility with a strong action verb: \u201cPerforms,\u201d \u201cCoordinates,\u201d \u201cAnalyzes,\u201d \u201cPrepares,\u201d \u201cLeads,\u201d \u201cMaintains,\u201d \u201cCommunicates.\u201d<\/li>\r\n<\/ul>\r\n<ul>\r\n \t<li>\u201cOther duties as assigned.\u201d Should always be the last line item, and does not require an associated percentage of time<\/li>\r\n<\/ul>\r\n<ul>\r\n \t<li>Describe observable work, not traits.\r\n<ul>\r\n \t<li>Write: \u201cPrepares weekly staffing schedules for a 20\u2011person unit.\u201d<\/li>\r\n \t<li>Don\u2019t write: \u201cIs organized and works well with others.\u201d<\/li>\r\n<\/ul>\r\n<\/li>\r\n<\/ul>\r\nAdd explanatory phrases so someone unfamiliar with the job can picture the work. For example: \u201cCollects, validates, and enters clinic visit data into the EHR to support accurate billing and quality reporting.\u201d Consider the following questions:\r\n<ul>\r\n \t<li>What does a typical day look like for this role?<\/li>\r\n \t<li>Are there seasonal or project-based tasks that occur periodically?<\/li>\r\n \t<li>Who does this role interact with most frequently (internal or external)?<\/li>\r\n \t<li>Which departments or roles does this role collaborate with?<\/li>\r\n \t<li>What tools, systems, or technologies does this role regularly use or implement?<\/li>\r\n<\/ul>\r\n<ol start=\"3\">\r\n \t<li><strong> Percent of Time<\/strong><\/li>\r\n<\/ol>\r\nEach responsibility must have an estimated \u201c% of Time Spent\u201d that totals 100%.\r\n<ul>\r\n \t<li>Use 5% increments (e.g., 10%, 15%, 25%).<\/li>\r\n \t<li>A single responsibility is rarely more than 25\u201335% unless it truly dominates the role.<\/li>\r\n \t<li>Responsibilities should be listed in order of higher percentage of time to lowest.<\/li>\r\n \t<li>Pulse-check using a typical week:\r\n<ul>\r\n \t<li>10% \u2248 4 hours\/week<\/li>\r\n \t<li>25% \u2248 10 hours\/week<\/li>\r\n \t<li>50% \u2248 20 hours\/week<\/li>\r\n<\/ul>\r\n<\/li>\r\n<\/ul>\r\nAsk yourself: \u201cOver a typical year, how much time is really spent on this?\u201d Adjust so the whole job is accurately represented.\r\n<ol start=\"4\">\r\n \t<li><strong> Essential Functions (Y\/N)<\/strong><\/li>\r\n<\/ol>\r\nEssential functions are the core duties the job exists to perform.\r\n\r\nMark \u201cY\u201d for essential when:\r\n<ul>\r\n \t<li>The duty is fundamental to the role (if removed, the job would change significantly).<\/li>\r\n \t<li>It is performed regularly, not just once a year.<\/li>\r\n \t<li>It cannot be easily reassigned to another role without changing this position.<\/li>\r\n<\/ul>\r\nWrite essential functions with enough detail that you can evaluate whether someone is performing them.\r\n<ol start=\"5\">\r\n \t<li><strong> Remote Work (Y\/N)<\/strong><\/li>\r\n<\/ol>\r\nFor each responsibility, indicate whether it\u00a0<strong>can<\/strong>\u00a0be performed remotely.\r\n<ul>\r\n \t<li>Mark \u201cY\u201d only if the duty can be fully and effectively completed off\u2011site (e.g., data analysis, documentation, virtual meetings).<\/li>\r\n \t<li>Mark \u201cN\u201d when the duty requires an on\u2011site presence (e.g., direct patient care, in\u2011person lab work, physical equipment handling).<\/li>\r\n<\/ul>\r\nThis should reflect the work itself, not individual preferences.\r\n<ol start=\"6\">\r\n \t<li><strong> Qualifications <\/strong><\/li>\r\n<\/ol>\r\nThe \u201cRequired\u201d and \u201cPreferred\u201d qualifications should directly connect to the duties you\u2019ve listed.\r\n<ul>\r\n \t<li>If you require a specific skill or credential, there should be at least one responsibility where that requirement is clearly used.<\/li>\r\n \t<li>Keep \u201cRequired\u201d to what is truly necessary to do the job.<\/li>\r\n \t<li>Use \u201cPreferred\u201d only for experience or education that adds value but is not essential.<\/li>\r\n<\/ul>\r\n<ul>\r\n \t<li>The lowest amount of experience request to successfully complete the role<\/li>\r\n<\/ul>\r\n<ul>\r\n \t<li style=\"list-style-type: none;\">\r\n<ul>\r\n \t<li>Only one year amount should be listed (example \u2013 if you feel 3-4 years are needed, we would use \u201d3 years required\u201d.<\/li>\r\n<\/ul>\r\n<\/li>\r\n \t<li>If a certification is required, list within what timeframe (upon hire, within 1 year, etc.)\r\n<ul>\r\n \t<li>Write out full name of certification without acronyms<\/li>\r\n<\/ul>\r\n<\/li>\r\n<\/ul>\r\n<ol start=\"7\">\r\n \t<li><strong>Scope<\/strong><\/li>\r\n<\/ol>\r\n<ul>\r\n \t<li>Only one level (box) should be selected for each job scope question, with the exception of Financial Responsibility, which can have more than one selected<\/li>\r\n<\/ul>\r\n<ol start=\"8\">\r\n \t<li><strong>Hazard Assessment<\/strong><\/li>\r\n<\/ol>\r\n<ul>\r\n \t<li>Y or N populated for each line<\/li>\r\n<\/ul>\r\n<ol start=\"9\">\r\n \t<li><strong>Sign Off<\/strong><\/li>\r\n<\/ol>\r\n<ul>\r\n \t<li>Required approvals populated, including department head\u2019s signature<\/li>\r\n<\/ul>\r\n<ol start=\"10\">\r\n \t<li><strong> Style and Formatting Tips<\/strong><\/li>\r\n<\/ol>\r\nFor consistency across UR job descriptions:\r\n<ul>\r\n \t<li>Use present tense and third person (e.g., \u201cThis position coordinates\u2026\u201d, \u201cThe incumbent prepares\u2026\u201d).<\/li>\r\n \t<li>Avoid internal jargon and undefined acronyms; spell out terms at least once.<\/li>\r\n \t<li>Focus on the job as it exists today, not potential future duties.<\/li>\r\n \t<li>Keep to one page for the core description whenever possible.<\/li>\r\n<\/ul>\r\n<ol start=\"11\">\r\n \t<li><strong> Quick Quality Check<\/strong><\/li>\r\n<\/ol>\r\nBefore submitting:\r\n<ul>\r\n \t<li>Can someone outside your department picture a typical week in this role from the description alone?<\/li>\r\n \t<li>Do the duties, job scope, and required qualifications tell a consistent story about the level of the role?<\/li>\r\n \t<li>Do the percentages total 100%, and are essential functions clearly identified?<\/li>\r\n<\/ul>\r\nIf the answer is \u201cno\u201d to any of these, revise for more clarity or specificity.\r\n\r\nOnce complete, the new or revised job description should be shared with your\u00a0<a href=\"https:\/\/www.rochester.edu\/human-resources\/contacts\/human-resources-business-partner-contacts\/\"><strong>HR Business Partner<\/strong><\/a>\u00a0to begin the review process. Ensure your manager and any other key stakeholders are appropriately involved throughout this process.","background_color":"#ffffff","width":"width-medium"},{"acf_fc_layout":"text","anchor":"","css_class":"","title":"<h2>Obtaining approval to fill the position<\/h2>","content":"Initiate the \u201cCreate Job Requisition\u201d task in myURHR Workday. Each department has designated trained staff who have access to complete the Job Requisition task. If you are unsure of who in your department can complete this myURHR task, please contact your\u00a0<a href=\"https:\/\/www.rochester.edu\/human-resources\/contacts\/human-resources-business-partner-contacts\/\">HR Business Partner<\/a>.\r\n\r\nOnce the appropriate department and Finance approvals are obtained in myURHR, Employment Services will be notified through the system and will complete the posting process. If you have questions for Employment Services, they can be contacted at\u00a0<a href=\"mailto:hrscreqs@rochester.edu\">hrscreqs@rochester.edu<\/a>.","background_color":"#f4f4f4","width":"width-medium"},{"acf_fc_layout":"text","anchor":"","css_class":"","title":"<h2><b>Posting the opening<\/b><\/h2>","content":"Once a position is approved, it will be posted to the University of Rochester careers website and distributed to a number of job boards, including Indeed.","background_color":"#ffffff","width":"width-medium"},{"acf_fc_layout":"text","anchor":"","css_class":"pb-0","title":"<h2>Advertising your opening<\/h2>","content":"Positions should be advertised after they are approved and posted on the University jobs website. For all external advertisements, the below must be followed:\r\n<ul>\r\n \t<li>A copy of the advertisement and where it was placed must be kept for three years in the department to comply with legal requirements.<\/li>\r\n \t<li>Advertising budgets are maintained at the department level and any external job advertising costs are paid for by the associated department.<\/li>\r\n<\/ul>\r\nTo communicate our commitment as an equal opportunity employer, all advertisements should include the University\u2019s Equal Opportunity statement:\r\n\r\n<em>The 糖心传媒 is committed to fostering, cultivating, and preserving an inclusive and welcoming culture to advance the University\u2019s Mission to Learn, Discover, Heal, Create \u2013 and Make the World Ever Better. In support of our values and those of our society, the University is committed to not discriminating on the basis of age, color, disability, ethnicity, gender identity or expression, genetic information, marital status, military\/veteran status, national origin, race, religion, creed, sex, sexual orientation, citizenship status,\u00a0or any other characteristic protected by federal, state, or local law (Protected Characteristics). This commitment extends to non-discrimination in the administration of our policies, admissions, employment, access, and recruitment of candidates, for all persons consistent with our values and based on applicable law.<\/em>\r\n\r\n&nbsp;","background_color":"#f4f4f4","width":"width-medium"},{"acf_fc_layout":"interstitial","anchor_id":"","classes":"","layout":"layout_stacked","lead-in":"","title":"Build an Inclusive Pool of Candidates\r\n\r\n&nbsp;","content":"Help support a welcoming and inclusive work environment by sourcing qualified individuals from multiple backgrounds. For more information regarding sourcing options, please reach out to the University\u2019s Civil Rights Employment Officer, Christiana Ortiz, at <a href=\"mailto:Christiana.Ortiz@rochester.edu\">Christiana.Ortiz@rochester.edu<\/a>.","call_to_action":"","bg_color":"#00205b"},{"acf_fc_layout":"navigation","anchor":"","css_class":"","title":"<h3 style=\"text-align: center;\">All Recruiting &amp; Onboarding Resources<\/h3>","description":"","background_color":"#FFFFFF","menu":"286","layout":"layout_list","columns":"3","item_description":"show_desc","hover_color":"#283faf"}]},"yoast_head":"<title>Job Posting Process | 糖心传媒 Human Resources<\/title>\n<meta name=\"description\" content=\"糖心传媒 managers can learn how to create a job posting, get approval to fill the position, and post &amp; promote the job opening\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.rochester.edu\/human-resources\/professional-success\/managers-toolkit\/recruiting-onboarding\/posting\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Job Posting Process | 糖心传媒 Human Resources\" \/>\n<meta property=\"og:description\" content=\"糖心传媒 managers can learn how to create a job posting, get approval to fill the position, and post &amp; 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