All employees like to know what is expected of them and how they will be evaluated – so creating a document that clearly outlines the employers expectations, how an employee will be evaluated, how their role relates to others in the organisation and what skills/attributes are required makes sense!  Not only will it help a new Employee settle in to a job faster but it will help to produce results for Employers too!

A job description typically outlines the necessary skills, training and education needed by an employee to perform the role effectively.  It will spell out duties and responsibilities of the job and can serve as a basis to refer to when interviewing candidates, inducting a new employee and finally in the evaluation of job performance.   In short - using job descriptions is part of good management as it outlines expectations for both the Employer and the Employee!

So what should be in a Job Description?

1. A summary statement. This is a short paragraph (one or two sentences) that will include the title (and if applicable department that they work in), an overview of duties along with who the employee reports to.   
2. Functions of the position. This is generally the longest and most detailed section as it outlines in detail what the job actually involves.  It should be as specific as possible and should outline the key tasks that the employee will perform as part of the role.  You can also use this section to outline expected results and place priorities on the activities.
3. Attributes/
   Experience needed for the position. This is where you will outline any specific experience or skills required to perform the role effectively eg… computer skills, software they are required to use.  Also outline any technical or educational requirements that may be critical/desired.  This is also the place to provide some insights into the type of work environment you are attempting to create/maintain along with any personal attributes that are required.
4. Evaluation criteria. The more specific you can be in this section the better as this section will probably enable you to define what is most important for the organization as well as the employee. Try to ensure the evaluation criteria of the position will promote the type of activities to enhance the success of the business. Also provide details on when evaluations will take place.
5. Compensation. It is usually better to have a specific dollar amount that the employee will be paid to perform the role.  It is crucial to stay on top of market rates for positions to ensure that employee’s feel fairly valued in the market place……..but that is another article!

If our QJumpers team can assist with writing a new job description, or updating an out of date one please do not hesitate to contact us.