JOB SPECIFICATION

JOB DESCRIPTIONS

Summarize tasks and responsibilities Identify required knowledge, training, skills, and experience Summarize optional desirable knowledge, training, skills, and experience Indicates supervisor or position in organization

DESCRIPTIONS MAY BE USED FOR:

Advertising a position Hiring into a position Allocating tasks in a strategic plan Deciding about compensation Making performance reviews

DESCRIPTIONS INCLUDE: 1

Job title Job tasks Special Skills required Education needed Work experience needed

DESCRIPTIONS INCLUDE: 2
Special job requirements Possible salary and benefits Submission information Contact information

DESCRIPTIONS AVOID: 1

Age Sex Race Religion

DESCRIPTIONS AVOID: 2

Ethnicity National Origin Sexual Orientation Marital Status

DESCRIPTIONS AVOID: 3
Disability/Health Dependent Care Responsibilities Unnecessary criteria

DEVELOPING JOB DESCRIPTIONS: JOB ANALYSIS, 1 Check prior descriptions Have incumbent make notes, diary, self-describe job Interview incumbent Interview co-workers Interview supervisor

DEVELOPING JOB DESCRIPTIONS: JOB ANALYSIS, 2

Interview clients Use job description instruments Consult Dictionary of Occupational Titles Consult Index of Standard Industrial Classification Get Reviews of Draft Descriptions

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DEVELOPING JOB DESCRIPTIONS: GUIDELINES: 1

Focus on facts List important behaviors List essential tasks Identify special skills Describe education, experience, credentials needed

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DEVELOPING JOB DESCRIPTIONS: GUIDELINES: 2

Summarize position in organization and supervisor Dont use to change positions Dont use to punish people Do use to treat people appropriately Do use to assign tasks appropriately

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JOB DESCRIPTIONS: LEGAL CONSTRAINTS

FLSA, exempt and non-exempt employees EPA, justification for pay differentials CRA, job related requirements OSHA, warning of dangers or distasteful elements ADA, identification of essential functions

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HUMAN RESOURCE PLANNING: STRATEGIC PLANNING FOR JOBS

Strategic plans identify job positions needed Plans allow comparing needs with availability Plans allow anticipating changes in needs and what is available Plans identify appropriate human resource actions for job shortages and surpluses

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HUMAN RESOURCE PLANNING: STRATEGIC ACTIONS

Shortagerecruitment, upgrading, job enrichment Surplusrestricted hiring, working hours; increased retirement, contracted layoffs, rightsizing, outplacement Equilibriumtraining to maintain and upgrade skills and retain workers, job enrichment

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