employee to the same or an equivalent position. (Csicsmann v. Sallada, 4th Cir., No. 2006) A Step-By-Step Breakdown Of The Basics The number of ways in which to craft job descriptions are as varied as the positions for which they're written. There are, however, a series of universal steps every employer can take to write a solid job description. Step #1: Identify A Title And Purpose Start by selecting a job title that is self-evident, reflective of rank or worth, free of technical jargon, and, as a rule, simple and recognizable. Then, succinctly state the aim of the position. What are the particular contributions of the job toward the accomplishment of the company's overall objectives? Step #2: Collaborate With Managers And Employees The best sources of information for writing an accurate job description are those who perform the jobs and those who manage them. Writing job descriptions is a collaborative effort — employees and managers should be included in the process, but they should not be left to do it on their own. Use task-centered questionnaires and checklists to find out what skills, physical and mental abilities, level of education, etc., are necessary for performing the job. You can also verify vital job skills by observing employees at work. Observation works especially well for jobs that involve manual labor. Step #3: Detail Qualifications List only those skills that are actually used on the job; including a laundry list of nice-to-have (as compared to need-to-have) skills may lead to discrimination woes if a lack of these skills takes a minority job applicant out of the running, for example. Identify how much experience is essential, and be prepared to back up your assertion. Keep in mind that experience can be gained in a number of different ways. Name must-have degrees and/or licenses. Be specific. For example, instead of using "computer literate" as a necessary job qualification, name the computer applications the individual needs to know: "must be proficient with Microsoft Word and Excel; some familiarity with Microsoft Access is preferred." Step #4: Describe The Setting Identify the physical conditions of the work environment (e.g., hot, cold, noisy), as well as the social conditions of the job (e.g., work alone or with the public). Also, note if the use of specific equipment is required.
employee to the same or an equivalent position. (Csicsmann v. Sallada, 4th Cir., No. 2006) A Step-By-Step Breakdown Of The Basics The number of ways in which to craft job descriptions are as varied as the positions for which they're written. There are, however, a series of universal steps every employer can take to write a solid job description. Step #1: Identify A Title And Purpose Start by selecting a job title that is self-evident, reflective of rank or worth, free of technical jargon, and, as a rule, simple and recognizable. Then, succinctly state the aim of the position. What are the particular contributions of the job toward the accomplishment of the company's overall objectives? Step #2: Collaborate With Managers And Employees The best sources of information for writing an accurate job description are those who perform the jobs and those who manage them. Writing job descriptions is a collaborative effort — employees and managers should be included in the process, but they should not be left to do it on their own. Use task-centered questionnaires and checklists to find out what skills, physical and mental abilities, level of education, etc., are necessary for performing the job. You can also verify vital job skills by observing employees at work. Observation works especially well for jobs that involve manual labor. Step #3: Detail Qualifications List only those skills that are actually used on the job; including a laundry list of nice-to-have (as compared to need-to-have) skills may lead to discrimination woes if a lack of these skills takes a minority job applicant out of the running, for example. Identify how much experience is essential, and be prepared to back up your assertion. Keep in mind that experience can be gained in a number of different ways. Name must-have degrees and/or licenses. Be specific. For example, instead of using "computer literate" as a necessary job qualification, name the computer applications the individual needs to know: "must be proficient with Microsoft Word and Excel; some familiarity with Microsoft Access is preferred." Step #4: Describe The Setting Identify the physical conditions of the work environment (e.g., hot, cold, noisy), as well as the social conditions of the job (e.g., work alone or with the public). Also, note if the use of specific equipment is required.
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