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 TitlePrinting Coordinator II
Job CodeCM027
Scaled JobNo
Salary Grade16
Family NameCommunications and Marketing
Sub Family NamePublications and Publishing
Job Overview
Job SummaryProvides customer service and coordinates complex print projects throughout the entire printing process. Determines delivery date, tracks print job statuses for printing and reproduction, and ensures timely and high quality reproduction and printing services for customers. May lead the work of others.
Job Responsibilities
  • Coordinates production schedules and tracks print job progress to meet deadlines and ensure completion
  • Maintains detailed print records on projects and keep other records as required
  • Reviews complex orders for accurate funding information and enters billing into database
  • Prepares related technical written correspondence to clients, vendors, and departments
  • Provides direction, mentors, and cross trains members of the customer service team
  • Understands state print purchasing requirements and regulations
Additional Information
Employee CategoryUniversity Staff (CP, CJ, CL)
Supervision RequiredNo
FLSA ExemptNon-Exempt
Education*H.S. Diploma - Preferred Minimum
FLSA Threshold Exemption

*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.