Using the Task Bank

Here you will find instructions for consistent use of the academic advisor task bank.

  1. Rationale and Link to Organizational Goals

    We want to ensure that every Purdue student receives high-quality academic advising regardless of their college, school or department and throughout their entire time at Purdue. Maintaining consistency with position descriptions is one way of ensuring this occurs.

    The task bank supports a career ladder structure, thus allowing advisors to have the ability to grow professionally. The career ladder supports the development of advisors who are invested in their position within a college, school or department and allows advisors to become a valuable addition to the concerted effort of developing a successful student within that unit. In addition, it fosters creation of seasoned advisors in a discipline that adds exponentially to a college's, school's or department's support of student success.

    The ultimate goal is for academic advising positions to impact student retention and graduation.

  2. Process for College/Business Office Review

    The head advisor will create or update the position description and forward it to the department head/director/dean for review and approval. The Business Office will review the position description form to ensure the supervisor and department head/director/dean approvals have been obtained. If an existing position is being updated, the Business Office confirms continued funding is available. If a new position is being created, the Business Office will validate that funds to support the position are available. Once all signatures are obtained, the Business Office forwards the position description to HR/Compensation.

  3. Process for Position Description Review

    HR/Compensation finalizes the classification of the position based on task bank criteria. Based on position level (academic advisor, senior academic advisor, assistant/associate director and director), compensation assigns a salary range for the position and communicates the range to the supervisor and the Business Office. HR/Compensation will return a finalized copy of the position description to the supervisor and the Business Office.

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