| The most basic component of a sound wage and salary program is a well-written job description. Job descriptions should not only consider the education and experience needed, but also the complexity, interpersonal relationships and degree of decision making authority required for success. The process of developing job descriptions by thorough analysis can be enhanced through the objective view of our consultant.
Employees and managers must put the data collected in the job analysis into a form that is usable. Often that form is the job description. The job description typically contains three sections:
Identifying the Job
Defining the Job
Describing the Job
The job description* should indicate the following:
Major Duties of Jobholder
Specific Work Performed
How Closely Supervised the Job Is
Control Limits of Jobholder
Job specifications should provide an accurate word picture of the job, including:
Tasks Performed
Training & Experience Required
* The Americans with Disabilities Act requires that essential elements of a job be specified in the job description. These are the elements that cannot be reassigned to other workers. If applicants can perform these essential elements, they are assumed to be able to perform the job. Once essential elements are identified, the employer must consider reasonable accommodations that enable an otherwise qualified handicapped person to perform them. |
