el and scope of responsibility
consisting of three or four sentences providing a basic understanding, the “bird’s
eye view” of the role. A concise summary of “why the job exists?”
This section contains a description of the duties and responsibilities assigned to the job. They describe the fundamental nature of the job which occupies a large proportion of the employee’s time.
If applicable, also address the type of supervisory responsibility that is expected from this role. Detail the extent of the job’s authority to hire, discipline, terminate, assign work, train, and evaluate performance of subordinates. This can be either a separate job duty or noted in other job duties as appropriate.
The job duties should be listed in accordance to their importance and/or frequency
which they are performed. They are typically presented in a bulleted or numbered format,
consisting of approximately 4-6 separate duties, with each one assigned a “percent
of time” (adding to 100%) which reflects the estimated time an employee will spend
over a year. Duties that require less than 5 percent of time should be combined with
other duties or removed from the job description.
This section lists the required level of job knowledge (such as education, experience,
knowledge, skills, and abilities) required to do the job. This section focuses on
the “minimum” level of qualifications for an individual to be productive and successful
in this role.
NOTE: For Clerical & Support classified positions, the minimum qualifications are predetermined by Human Resources. For Administrative classified positions, the minimum qualifications will be reviewed by Human Resources for appropriateness and consistency. Applicants that do not satisfy all listed minimum qualifications cannot be considered for the position.
Identify the educational qualifications that an employee must possess to satisfactorily perform the job duties and responsibilities. State the educational qualifications in terms of areas of study and/or type of degree or concentration that would provide the knowledge required for entry into this position.
Identify the minimum number of full-time experience required in terms of years and the type of work experience that an employee needs to be qualified for the job.
Knowledge, Skills, and Abilities ›
In stating required knowledge, include the level or depth of knowledge required for entry into the position. The following definitions should be helpful:
- Working knowledge: sufficient familiarity with the subject to know basic principles and terminology and to understand and solve simple problems.
- General knowledge: sufficient knowledge of a field to perform most work in normal situations. The work calls for comprehension of standard situations and includes knowledge of most of the significant aspects of the subject.
- Thorough knowledge: advanced knowledge of the subject matter. The work calls for sufficient comprehension of the subject area to solve unusual as well as common work problems, to be able to advise on technical matters, and to serve as a resource on the subject for others in the organization.
- Comprehensive knowledge: requires complete mastery and understanding of the subject. This term should be used sparingly and only for unusually exacting or responsible positions required to originate hypotheses, concepts, or approaches.
List specific skills and/or abilities required for incumbent to be successful in this
role; including designation of any required licenses or certifications. Some considerations
are: analytical, budget exposure, communication internal or external, computer, creative
thinking, customer service, decision-making, diversity, logical thinking, multi-tasking,
negotiation, problem solving, project management, supervision, teamwork, etc.
An expanded listing of the Required Qualifications which can be used to further determine
a person’s ability to be productive and successful in this job. These Preferred Qualifications
are “nice to have” but are not essential to carrying out the day to day functions
of the job. If included, th