Brown University offers two alternatives for the temporary employment of workers:

1. nextSource*
2. Seasonal/Intermittent

*Please expect that international hiring through NextSource will take additional time; onboarding times vary based on country and location. Most countries outside of the US have higher social costs therefore there may be additional fees associated. 

Please note: Brown University employees are not eligible to have a concurrent position through NextSource.

For every staff position at Brown, there is a corresponding job description that accurately describes the job. The job description outlines the position’s major responsibilities, details how the responsibilities are accomplished, and identifies the knowledge, skills, and abilities needed to perform the job. University Human Resources (UHR) recommends revisiting and updating the job description in line with the yearly performance evaluation cycle. Job descriptions are maintained in Workday and should be shared with each newly hired employee.

All staff should have a job description that accurately describes their work. When the work performed by an incumbent changes significantly, the job description must be re-written to fully and accurately describe the work so that a comprehensive evaluation of the position can be conducted. 

A job audit is appropriate if:

The President establishes the size of the total salary increase pool, the amount the salary budget will increase from the previous year. This pool funds all salary increases for the fiscal year, including performance increases. Information about completing the year-end performance appraisals and the guidelines for administering the staff salary increase process are distributed to senior officers in the spring.

Compensation and Organizational Services provides information, analysis, and support to Brown University leaders on how staff and salary resources can be effectively distributed. Our office advises managers and department heads on: