![]() A duty that is performed frequently throughout the day may not be as “essential” or as critical to the job as something done only once or twice a week.ĭisregard minor occasional duties that are common to all jobs or are normally taken for granted, unless they are still “essential” to the job. When a job is performed by multiple FTE, incorporate the principal elements into a single generic job description and avoid specifying minor differences in the way the work might be performed.Īvoid repeating the organization/unit’s name in job description.Īvoid organizationally specific part numbers or form numbers.įocus on essential activities. Skill in negotiation, including listening and persuadingĬlear, concise and precise writing of reports and lettersĭetermine if there are any physical, environmental or special demands. Speaking skills to talk with people of various educational and cultural backgrounds Public Speaking skill including planning and preparing material and presenting it effectively A knowledge or skill is something you know or can do that helps you do the duties of your job well. Tie them directly to the duties (actions) to be performed in the job. daily, weekly, monthly, etc.).ĭetermine the requirements of the position (skills, knowledge & abilities). Duty statements are easier to write if you start each one with an action verb such as ‘reconciles’, ‘analyzes’, ‘negotiates’, ‘troubleshoots’, etc.ĭetermine the frequency of each function (i.e. Think of your job as it is really done, not how it could be or should be done. Use simple, non-technical, but specific words.ĭuties should be described as currently performed, and not in terms of future expectations. It is an action that someone else can see, hear, or observe. Put the major functions in order of importance, from greatest to least, NOT in % order.įor each function, determine the duties, which are actions taken when performing the job satisfactorily. Use only 1-5 words.ĭetermine the % of these functions in relation to the total job. Hard or Electronic Copy with Signatures: Department personnel filesĭetermine the major functions, which are the titles/groupings under which you include the duties. Original signed contract: Human Resources FilesĬopy of signed contract: Department personnel filesĬasual/Restricted Job Descriptions (JDs): (JDs created before the implementation of Job Builder) Hard Copy with Signatures: Department personnel files (JDs created after the implementation of Job Builder) Historical OACIS Career and Limited Job Descriptions (JDs): Here is a list of the various kinds of job descriptions and where the originals are stored:Ĭurrent Career and Limited Job Descriptions (JDs): For Casual/Restricted job descriptions, we DO require that the department retains a signed copy (hard or electronic). ![]() Job Builder includes a feature for employee acknowledgements for job descriptions, so for Career, Limited, and Contract positions, it is no longer required that each department print off the job description and obtain signatures. ![]() The Job Builder online system stores the most current and historical job descriptions in an electronic Job Description Library.
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