Project Transitioning

Beginning in June, the project will start to transition content, like the title and salary structure information, into the UW System Human Resources site. Check back for more information.

Standard Job Description

A standard job description describes work at a high level and connects UW job titles to similar job titles in the market. It is a general set of responsibilities, without regard to any specific employee, that describes the work an employee performs and their role and impact to the organization.

Salary information for jobs outside of salary ranges 15-35 is located on the UW System Compensation Appendices webpage.

Title Details
Job TitleCustodian
Job CodeFP019
Scaled JobNo
Salary Grade15
Family NameFacilities and Capital Planning
Sub Family NameCustodial Services
Job Overview
Job SummaryCleans facilities, removes waste and recycling, and monitors building security and safety by performing such tasks as locking doors after operating hours. Ensures cleanliness, orderliness, and safety in assigned areas.
Job Responsibilities
  • Utilizes basic equipment and supplies to clean assigned facility areas and remove waste and recyclables
  • Monitors and secures facility interior and exterior entrances and reports issues to appropriate entities
  • Maintains organization of supply areas and equipment, documents inventory, and requests additional supplies as needed
  • Documents and reports repairs, violations, and pest control needs
  • Maintains clean and clear walkways to ensure they are free of debris, litter, snow, and ice
Additional Information
Employee CategoryUniversity Staff (CP, CJ, CL)
Supervision RequiredNo
FLSA ExemptNon-Exempt
Education*H.S. Diploma - Preferred Minimum

*All preferred education can be fulfilled with comparable experience, unless education is listed as required for the job.

Scaled Jobs in the Library

The title and salary structure continues the idea of creating additional job titles for some jobs found systemwide or university-wide based on a small, medium, and large designation. We call this scaling. If there is a scaled job available, universities should choose that job for their employees.

  • Scaling is not title progression.
  • Scaling is a type of further refining the market pricing for a job.
  • For example,

    Title

    TTC Title

    ASSOC DIR, ATHL/L

    Athletics Assoc Dir

    ASSOC DIR, ATHL/M

    Athletics Assoc Dir (B)

    ASSOC DIR, ATHL/S

    Athletics Assoc Dir (C)

Key

Institution Scale
System A – no ( )
Milwaukee A – no ( )
Eau Claire (B)
La Crosse (B)
Oshkosh (B)
Platteville (B)
Stevens Point (B)
Stout (B)
Whitewater (B)
Green Bay (C)
River Falls (C)
Parkside (C)
Superior (C)

Scale is based on the size and budget of a university.

(Inst)

(Inst) typically designates institution-wide or systemwide scope and a non-institution version of the same job title typically indicates use at a School/College/Division/Department-level.

Minimum Education Requirements

The minimum preferred education represent the systemwide shared minimum elements of each job description. When posting for an open position, universities can add additional requirements or preferences to their specific recruitment.

[updateD NOVEMBER 1, 2021]