AMP Position Description Instructions

AMP positions are the professional management group of employees providing the framework of the non-faculty administration of the University. Accurate position descriptions are a necessary tool in order to classify, advertise, interview and fill a position. Each supervisor in the University is responsible for providing a current position description for each position reporting to them. Position descriptions should be reviewed annually for accuracy. Position descriptions may be updated as often as necessary in the PeopleAdmin system. Position Descriptions are no longer processed on paper.



1.      Current Classification Title
In PeopleAdmin there is a drop down box which provides all AMP and SP classification titles.

2.      Working Title
A working title is optional and does not have to be used.

3      Requested Classification Action (What type of Action Is This?)

·         When choosing an action for an establishment, this question is not asked. ‘Establishment’ is if you are establishing a position for the first time.

·         Choose 'Reclassification' if the position has changed and no longer meets the requirements of its current classification and must be reclassified.

·         Choose ‘Update’ if the position has changed but still meets the requirements of its current classification.

4.       Position Number
Type in the position number of the position. If this is a new establishment, Human Resources will assign the number when the Request for Establishment/Reclassification is received. If it is an update or a reclassification, you will use the position number currently assigned to the position. Please call the Classification and Compensation section if you would like to verify this information.

5.       Existing Incumbent  
If the position is filled, type in incumbent’s name.                                                                                                     

6.       Department
Choose from the drop down box the Department the position is assigned to.

7.       Index
This is on an individual college/department basis. This is the funding source for the position.

8.       Grant funded
If the position is supported by grant funding, please provide funding ‘yes’. If not, choose, ‘no’.

9.       If yes for grant funding
Provide funding expiration date.

10.    Pay Range
In this field the range will be provided for SP positions. For AMP positions, please fill in range that corresponds with one of the pay grades 1-7.  

11.    Proposed Salary
If the action is a reclass, fill in the salary you would like to have given to incumbent. This is subject to verification if it exceeds FAU guidelines. A PAF must be submitted as well for the processing of a pay increase.

12 .   Campus
Campus for which the position description is supported.

13.    Supervisor Position Number
Provide the position number for the supervisor of the position description. Supervision can not be done at the same level as position description or lower.

14.    Education/Training/Experience
Type the minimum qualifications which will be required of this position. Make sure that the minimum qualifications listed here reflect at least the minimum qualifications listed on the

15.    Required Licenses/Certifications Etc.
Review each of the items listed and check all that apply.  Remember that some classifications have specific license requirements which should be reflected in this section. A background check is required for  positions which work in close proximity to children or students or handle checks, cash or charges.  Some departments require background checks per departmental policy. Also, any position with responsibility for any part of the processing of vendor payments or invoices needs to have that item checked.

16.    Supervision Exercised
Type the class titles and positions numbers of all of the line positions that this position will directly supervise. A direct supervisor is responsible for hiring, training, evaluating, approving leave, and handling disciplinary issues. If supervision of OPS employees is an essential function of this position, you may indicate the approximate number of OPS positions for which this position is responsible.

17.    Instructions Given
In a sentence or two indicate the extent of direction given to the employee in this position. This will give the employee/applicant an idea of how independently they will be expected to work.

18.    Requirements before hiring
Check ‘yes’ or ‘no” for requirements for back ground check, processing vendor warrants and invoices, licensures, fingerprinting, security check and employment physical.

19.   Work Days And Hours
List days and hours required to work

20.    Fte (Full-time employee)
40 hours = 1.0 - Anything less is calculated down to decimal point. For example 20 hours= .5

21.     Characteristics of the Position (Physical Demands for ADA Analyzer (American Disabilities Act))
Review each of the items listed and check ‘yes’ or ‘no’.

22.   Essential Functions
This is NOT a list of duties, it is a statement of function
. Employees assigned to the AMP pay plan provide management direction and support and are generally assigned a broad function within the University organization. The statement of function written in this field should be comprised of several sentences defining the overall scope and function expected of the position.

23.   Marginal Functions
Type a statement of marginal function, if applicable. This would be any function assigned to the position which is not reflected in the statement of essential function and could be reassigned as an accommodation if necessary. **Note: For purposes of the Americans with Disabilities law, these functions are marginal only to individuals covered under the ADA who are unable to perform these functions with or without reasonable accommodation because of a covered disability.

24.   Policy-Making and/or Interpretation
Indicate the level of involvement expected of this position with regard to policy making and/or interpretation.

25.    Program Direction and Development
Specify how involved this position will be in the development of existing and new programs within the University.

26.    Public Contact
Describe the level of public contact required of this position, if applicable.

27.    Monetary Responsibility
What level of monetary responsibility does this position have, if applicable, and what, if any, is the consequence of error? What is the level of accountability?

28.   Confidential Data
What level of confidentiality is required of this position and what type of information would be confidential and why?

29.    Pay Grade
List pay grade number.

30 Decision Making
Please choose which level of decision making is required for the position.


October 2009   official class specifications. You may list more but not less than the class specifications. If you have any questions regarding the class specifications, please contact Classification and Compensation. Keep in mind that if you plan to advertise this position, the requirements you advertise will have to match what you list here. You may list preferences in addition to requirements in this section

Classification & Compensation Team

Marie Mascaro, Senior Associate Director of Human Resources
(561) 297-2401

Michael Davis, Classification & Compensation Manager
(561) 297-3026

Lessie Brown, Human Resources Representative
(561) 297-1389

Classification & Compensation Group Email
One of the Class & Comp team members will respond