Job Library

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.

Click here for the TTC Salary Ranges

Title Details
Job TitlePolice Officer I
Job CodeCP039
Scaled JobNo
Salary Grade20
Family NameCompliance, Legal, and Protection
Sub Family NameProtective Services
Job Overview
Job SummaryEnforces laws, investigates complaints and incidents, maintains order, identifies criminal activity, and apprehends and arrest offenders to ensure safety and security on all institutional properties. This is a sworn law enforcement position under the general direction of a ranking officer or supervisor.
Job Responsibilities
  • Provides protection of life, property, and the preservation of peace and good order and provides emergency aid to the institutional community
  • Performs preliminary and follow-up investigations to solve crimes, identify suspects and victims, apprehend criminals, and document case information
  • Ensures the safe and orderly flow of traffic on institutional roadways and enforces traffic laws
  • Provides personal safety and crime prevention education to institutional community
  • Engages in problem solving, threat mitigation, and conflict resolution for a wide range of issues and incidents involving citizens, groups, campus entities, government agencies, businesses, leaders, and others
Additional Information
Employee CategoryUniversity Staff (CP, CJ, CL)
Supervision RequiredNo
FLSA ExemptNon-Exempt
Education*Associate's Degree - 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 September 12, 2022]