Working Titles Guidance
Due to the broad range of jobs contained within Georgia Southern’s Job Classification and Compensation System
and the standardized nature of staff titles, a division may wish to designate a working title for a position. A working
title is a descriptive designation reflecting the nature of the work being performed in a specific or similar position.
Working titles should differentiate the work being performed in a position and, simultaneously, be consistent with
similar positions performing the same work in other areas on campus.
Classification Title
The classification title is the “official” title corresponding to jobs on file in OneUSG. Classification titles are designed to:
- Reflect, as clearly as possible, the nature of the work performed.
- Be consistent with other job titles when similar work or work at the same level of scope, responsibility, and organizational level is performed in other areas of the University.
- Comply with mandated affirmative action reporting, job applicant tracking, and associated data analysis associated with internal equity or external competitiveness.
- Obtain accurate market pricing through greater understanding of job content and job requirements.
- Assist with compensation analyses, survey responses, and employment verifications.
Working Title
The working title may be unique to the position or the department and is often more specific than the classification title. Working titles:
- Are most typically used informally.
- Have no impact on wages, benefits, or working conditions.
- May be used on business cards, resumes and in other correspondence (i.e. email signature).
A Working Title should:
- Clearly describe the function, responsibilities or scope of an individual job assignment while being consistent with the job title.
- Provide a more specific description of the function or work performed to better facilitate business communications or department’s operational interests.
- Be of “common usage” within our professional industry (higher education) and among roles internal to Georgia Southern.
- Be brief and communicate an immediate understanding of the job.
- Use easily recognized terms in internal and external business communications.
- Be used as the advertised job title when on file with Human Resources.
- Not be indicative of a range of responsibilities or level of authority inconsistent with the job title.
- Not misrepresent the job and its authority or agency within the University.
- Not conflict with an approved classified job title within OneUSG.
- Not reflect a job title existing at a different level or pay band.
- Not be tied to a specific individual. A working title describes a role, not the value of the person filling the role. In general, a working title could be used for an existing person filling a role and their replacement if they left for another opportunity.
Examples
| Classification Title | GOOD Working Title | Rationale |
| Advancement Coordinator | Donor Relations Coordinator Annual Giving Coordinator Alumni Relations Coordinator | Provides idea of work and location |
| Accountant III | Gift Accountant | Provides subject matter expertise |
| Superintendent | Superintendent for XYZ Unit | Identifies organization |
| HR Associate | HR Associate for XYZ Functional Area | Identifies both subject matter and organization |
| Classification Title | POOR Working Title | Rationale |
| Communications Officer | Manager of Communications | Assumes title assigned to jobs with distinct job responsibilities and oversight |
| Accountant III | Head of Accounting | Implies status or authority beyond what position is assigned |
| Superintendent | Sr. Superintendent for XYZ Unit | Doesn’t specifically and accurately reflect work or mission of unit to which the position is assigned. Senior (Sr) is not part of our job title framework. |
| HR Manager | Assistant Director of HR | Assumes duties and title of another existing job |
Process
The divisional leader, working with HR Compensation Administration, should review proposed working titles to ensure compliance with the University’s guidelines and adjust if necessary. Final approval will be given by the AVP for Human Resources and the respective PC member.
Last updated: 12/4/2021