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Here's a look at the latest head coach hirings and vacancies in college football. USA TODAY Sports

Western Kentucky Hilltoppers head coach Jeff Brohm looks on from the sideline during the first half against the Florida Atlantic Owls at FAU Football Stadium.(Photo: Steve Mitchell, USA TODAY Sports)


Western Kentucky coach Jeff Brohm is headed to Purdue, according to a person with direct knowledge of the situation who spoke with USA TODAY Sports on the condition of anonymity because the school had not yet announced the move.

Brohm, 45, is a former NFL quarterback and coaching disciple of Bobby Petrino, who took over at Western Kentucky after Petrino’s one-year stint in Bowling Green. Since then he’s posted a 30-10 record and is coming off back-to-back Conference USA championships.

Purdue is coming off a terrible run the last four seasons under Darrell Hazell in which it won just nine total games. Hazell was fired midway through this season, shortly after the arrival of new athletics director Mike Bobinski.

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Ohio State ahead of Clemson in final regular-season NCAA 1-128 Re-Rank

Purdue explored several options for this job, including former LSU coach Les Miles. It was hoping to make a pitch to Western Michigan coach PJ Fleck, but late last week the Purdue search team got word that it was unlikely they would get a meeting. Thus, they turned their attention to Brohm, whose wide-open offense has the potential to shake up the Big Ten West.

Brohm also met with Baylor over the weekend and was considered the top target for Cincinnati, where Tommy Tuberville stepped down on Sunday. Though Cincinnati may have been a better fit in some ways, Purdue’s financial package was expected to be well over $3 million per year, which would be difficult for Cincinnati to match.

Western Kentucky could turn to an internal candidate in Tony Levine, the former Houston coach who helped build much of the roster that Tom Herman coached the last two seasons. Levine is currently the special teams coordinator and receivers coach at Western Kentucky. Another possible candidate is Idaho coach Paul Petrino, the brother of Bobby Petrino, who just led Idaho to an 8-4 season.


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Samur sipitang vacancy job Cal made its hire of Justin Wilcox official on Jan. 14. Wilcox spent the 2016 season serving as Wisconsin's defensive coordinator.  APFullscreenManchester airport baggage handling vacancies jobs Cal fired coach Sonny Dykes on Jan. 8. Dykes went 19-30 in his four years in charge of the Golden Bears.  Cary Edmondson, USA TODAY SportsFullscreenJob vacancy in ethiopia ngos Western Michigan hired former Purdue assistant Tim Lester to replace P.J. Fleck. Lester played quarterback for the Broncos in the 1990s.  APFullscreenJones lang lasalle philippines job vacancy P.J. Fleck, who spent the previous four seasons at Western Michigan, was hired by Minnesota after leading the Broncos to a 13-1 record and an appearance in the Cotton Bowl in 2016.  USA TODAY Sports ImagesFullscreenShazam sachivalaya vacancy job Tracy Claeys was fired on Jan. 3 following his first full season as a head coach. 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In this Section

  1. Overview
  2. Writing the Job Description (1st Step)
  3. Determine the Job Family (2nd Step)
  4. Determine Job Family Zone (3rd Step)
  5. Determine Title (4th Step)
  6. Determine the Exempt/Non-Exempt and Managerial/Professional or Office/Service Status

Other Resources

  • Job Analysis - Guidelines for Completing the Job Description
  • Zone Placement Matrix
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Job analysis is the process of gathering and analyzing information about the content and the human requirements of jobs, as well as, the context in which jobs are performed. This process is used to determine placement of jobs. Under NU Values the decision-making in this area is shared by units and Human Resources. Specific internal approval processes will be determined by the unit's organizational leadership.

Job analysis defines the organization of jobs within a job family. It allows units to identify paths of job progression for employees interested in improving their opportunities for career advancement and increasing compensation.

A relative value is placed on the differing factors described in the Zone Placemnet Matrix. All new and existing positions will be assigned to a job family and zone using the job analysis process. This process is designed to place positions into families and zones based upon assigned duties, qualifications and competencies as measured by the five criteria found in the Zone Placement Matrix.

Organizational unit leaders are encouraged to consult with Human Resources for guidance at any step in the job analysis process.

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Writing the Job Description (1st Step)

The job description is a written statement that describes the work that is to be done and the skills, knowledge and abilities needed to perform the work. Each job has a description identifying the duties, qualifications, decision-making, interactions, supervision received/exercised and impact of the position. Where necessary, the description also includes special physical or patient care requirements. In NU Values all job descriptions are made up of the following sections, using the Job Description System (PeopleAdmin):

  1. General Information
  2. Job Summary
  3. Salary Considerations
  4. Duties and Responsibilities
  5. Zone Definition Factors
    1. General Knowledge, Skills and Abilities
    2. Problem Solving/Decision Making
    3. Interactions
    4. Nature of Supervision
    5. Impact
  6. Minimum Qualifications
  7. Physical Requirements (Complete, as necessary.)
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Determine the Job Family (2nd Step)

Job families are broadly defined groupings of jobs. They are composed of jobs related through common vocations/professions. Some will have different levels of complexity of duties or different scopes of responsibility and require a different level of qualifications and competencies. University of Nebraska Job Families and a brief description of each are defined in Job Families.

The leadership within an organizational unit with guidance from Human Resources determines the appropriate job family for a new or changing position. Job family decisions are based on the definition of the job family and by scanning lists of job titles currently found in the family.

Some positions will have duties aligned to more than one job family. Human Resources will provide assistance in determining job families for these positions.

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Determine Job Family Zone (3rd Step)

Determine the appropriate zone within the selected job family by matching the job description of the new or revised job to the zone criteria described in the Zone Placement Matrix. Descriptions of other unit jobs in the job family zone should also be reviewed when making this determination.

Job families have four zones:

  1. Assistant
  2. Associate
  3. Specialist
  4. Senior

Each zone represents a recognizable and measurable difference in levels of responsibilities, complexity, impact, skills and expertise within the specific job family. The objective of the zone placement is to find the zone that generally fits with the nature of the job. Some jobs may contain duties and responsibilities that partially fit in two zones. The best-fit zone is the one that is consistent with the majority of the job's duties and responsibilities.


The following zone definition factors are described in the Zone Placement Matrix. They are used to make zone placement decisions.

  1. Knowledge, Skills and Abilities
  2. Problem Solving and Decision Making
  3. Interactions
  4. Nature of Supervision
  5. Impact
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Determine Title (4th Step)

Under NU Values a position will have two titles, a System Title and a Working Title. The System job title is determined by combining the job family name with the zone title. A more specific title, called the Working Title, is determined by organizational unit leadership.

Working titles will be used in the units to differentiate jobs to the extent that the organizational unit leadership feels appropriate. Jobs that are very similar should have the same working title. Working titles should avoid, wherever possible, using the Zone Placement Title of a zone other than the one placed in, i.e., a position in the Associate Zone would not be called Project Specialist.

It is important that working titles accurately reflect the nature and level of the job because:

  1. Working titles will be stored in SAP and other computer systems and used for reporting purposes.
  2. While job descriptions are used, working titles are a primary identifier when matching university jobs to the general labor market.

We anticipate that, over time, job titles will be refined. The goals of refining job titles are to:

  • Establish clear and meaningful distinctions among job titles.
  • Support cross training,
  • Encourage a multi-skilled staff that works across traditional job boundaries.

For assistance when assigning titles to jobs, consult with Human Resources.

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Determine the Exempt/Non-Exempt and Managerial/Professional or Office/Service Status

The exempt/nonexempt and Managerial/Professional-Office/Service status of each job will be assigned by Human Resources. Exempt-nonexempt status is based upon an interpretation of the Fair Labor Standards Act (FLSA) as it relates to the duties and responsibilities of each job. Managerial/Professional or Office/Service status correlates closely with exempt/nonexempt and impacts some benefits of the job.


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Share says jobs in health care and IT could see more vacancies over the next seven years. See how much you could earn in these expanding fields. USA TODAY NETWORK

Trucks travel along Interstate 75 near Stockbridge,(Photo: John Bazemore, AP)


Seeking a lucrative career? Learn to crunch data.

Data scientist is one of the hardest job vacancy categories to fill, as recruiters struggle in general to find talent in information technology and health care, according to a new report from job search site

Data scientists use statistics, database and machine learning software to interpret data for company strategies or actions. Since it’s a relatively new career with few universities offering degrees, workers in the field are hard to find, CareerCast says.

The shortage results in wage inflation, and data scientists’ median salary in 2015 totaled $128,240, the highest among the heavily-in-demand careers CareerCast listed in its report. Vacancies for data scientists are estimated to grow 16% by 2024, it says.

“Improvements in the job market have resulted in a different issue for some industries: Labor shortages,” says Kyle Kensing, online content editor at  CareerCast.

In compiling its report, used federal government labor and salary data, hiring trends, university graduate employment data and its own job listings.

With the economy humming along and companies generally reporting rising earnings, the job market has remained robust. The unemployment rate inched up to 4.7% in December from 4.6% a month earlier, and wage growth hit a seven-year high as employers are paying more to recruit and retain workers.

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With Baby Boomers expected to retire en masse in coming years, the CareerCast study reflects a shift in demand for professions that cater to the aging population. Job vacancies for home health aides and physical therapists are estimated to rise by 38% and 34% by 2024, respectively. Financial adviser vacancies are estimated to increase 30%.

Other professions in demand, based on their growth outlook, include information security analyst, software engineer, registered nurse, truck driver and medical services manager, the report says.

While truck drivers’ average median salary in 2015 was lower than other professions on the list, the number of driver job openings will total about 900,000 by 2025, the report said, citing data from the American Trucking Association.

Hospitals have bemoaned the difficulty of recruiting registered nurses. And it is the profession with the single-most openings currently in's jobs database. The profession will have about 1.1 million vacancies by 2024, the report said. Their median salary was $67,490 in 2015.



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