How do I write a job description?
With job descriptions, strive for clarity and accuracy. Sentences should be short and include terms denoting action and goals. Avoid clichés and keep wording simple. Before advertising a job, ask somebody who is not familiar with your organization to proof read it.
What should be included in a job description?
Job descriptions should include sufficient information to encompass the major parameters of the work. When writing a job description, keep in mind it may serve as the basis for recruitment and conducting employee evaluations.
The following is a guide for writing employee job descriptions.
Job Title
The formal position of the successful applicant. Use clear terminology.
Organization Name
The name of your organization.
Job Objective
Write concise statements reflecting the general nature, purpose and objective of both the organization and the job. It should describe the broad scope of the position, and be no longer than three or four sentences.
Duties & Responsibilities
Decide which functions are essential to meeting the objectives of the job, and which are of secondary importance. These should be differentiated in the job description.
As specifically as possible, list each duty and responsibility of the job. Each statement should begin with an action verb describing the activity.
Examples of action verbs:
performs, drives, cooks, coaches, monitors, plans, inputs, supervises, recommends, analyzes, paints, weeds, answers, changes, trains, verifies, sells, organizes, files, plays, examines, orders
Qualifications & Requirements
Identify the minimum qualifications needed to perform the essential elements of the job, including education, languages, experience, equipment, credentials, skills, and knowledge. Any critical expertise or skills should be noted.
When hiring a new employee, be careful not to over-qualify for the job. If only a high school education is necessary, make this the minimum requirement, rather than a university degree.
Lines of Communication
Identify where the position fits within the hierarchy of your organization.
Training
Note on-the-job training, where applicable.
Job Location
Indicate where the employee is expected to work.
Duration of Employment and Hours
Identify whether the job is full or part time, continuous or fixed term. Identify number of hours per week, and whether the employee will work weekdays and/or weekends.
Salary
Identify remuneration parameters.
When advertising for a new position, include whether the salary is negotiable, dependent upon experience, within a range, or fixed. Job seekers prefer knowing as accurately as possible how much you expect to pay them.
Contact (for advertising new jobs)
List contact name for responding and other important information, such as phone & fax numbers, e-mail and mailing address.
 |
|
|
profile of voluntary sector - managing voluntary organizations | |
|
|
|
|
|
|
|
Copyright 2003 Community Services Council Newfoundland and Labrador
|
|