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August 18,
2003
Do You Know...
Gabriel Squailia is more than Astron's Research Librarian.
In his free time, Gabriel enjoys creative writing. His
works have appeared in publications including
The Times Herald Record,
Fish Drum, and
Street Level. He
also writes for the stage, and has authored adaptations,
children's plays, and poetry for dance performances.
Pain Free Job
Descriptions in Under a Year are Possible
Job
descriptions are essential tools often reviled by those
whose essential function it is to write them. In this
Astronology, we
offer pain-relieving tips for bettering your organization's
JDs.
Job descriptions are the cornerstone of all decisions human
resource practioners make in determining each job's
appropriate compensation level. As formal performance
standards, job descriptions give valuable points of
reference during performance reviews. They must be precise
enough to help classify a job's exempt or non-exempt status.
Online, edited job descriptions may serve as
recruitment tools,
describing jobs to potential employees. They provide
starting points for career paths and job-worth hierarchies.
Finally, when properly designed, job descriptions offer
protection against litigation.
FORMAT
Job descriptions comprise:
- A short, general
summary
- A list of 1-10
essential functions
- Job specifications:
requisite knowledge, skills, and abilities
- Working conditions
And often include:
- Job titles
- Exemption status
- Organizational unit
- Reporting relationships
- A disclaimer statement
(i.e., "May perform other duties as required")
- Dates and approvals
(Adapted from WorldatWork's
Certification Textbook C2: Job Analysis, Design,
Documentation and Evaluation.)
Beginning with a consistent template for your organization's
job descriptions will have a dramatic impact on the future
of the process. No one will have to reinvent the wheel, and
job descriptions can be easily incorporated into performance
reviews.
A job description is not a task list - you needn't concern
yourself with listing every last thing an employee does.
Instead, focus on essential functions: responsibilities and
duties whose performance is primary and fundamental to the
job. If removing a function would alter the very nature of
the job, it's essential. A good rule of thumb is to include
functions that involve at least 10% of the incumbent's
working time.
The Americans with Disabilities
Act (ADA) makes sensitivity vital to designing
essential functions. According to the
Almanac of Policy Issues,
the ADA "prohibits employers from discriminating against
people with disabilities because of their disabilities
unless it can be shown that the disability hinders the
employee's ability to perform the job." In other words,
typing is not necessary to the job of secretary if a
paraplegic employee with voice-recognition software could
perform the essential function - entering data - without it.
The ADA provides factors a court would consider when
reviewing a job's essential functions:
- Employer's judgment
- Written job
descriptions prepared before advertising or interviewing
job applicants
- Amount of working time
spent performing the function
- Consequences of the
incumbent not performing the function
- Work experience of
incumbents currently in similar jobs
Today's emphasis on essential functions over tasks, while
also making job descriptions more functional, stems from
compliance with the ADA.
Depending on the size of your organization, defining
essential functions may be quite a task. A number of methods
may aid you:
- Observation, though
time-consuming, may work in environments where work is
standardized and repetitive, and job functions are
static.
- Interviews and
questionnaires can flesh out the functions of more
complicated or dynamic jobs.
- Generic job
descriptions, available in numerous books and programs,
can be tailored to suit more common jobs.
Updating existing job descriptions by incorporating one of
the above methods will save time and effort. Conversely, if
existing job descriptions are bloated with detail, essential
functions can be consolidated from lists of tasks.
LANGUAGE
When constructing the language in a job description, strive
to be concise and clear. It's far better to have five
bullets describing the overarching functions of a job than a
five-page treatise exploring best practices in staple
removal.
You may find Plachy and Plachy's guidelines, as described in
Results-Oriented Job
Descriptions, helpful. They recommend structuring
essential functions according to the formula, "(RESULT) by (duties
involved)," as in, "ASSISTS CUSTOMERS by
answering questions via email."
Verbs are the key to writing concise descriptions of
essential functions, and will help you collapse lengthy
lists of tasks into useful functions. When reading through a
bulky job description, ask yourself what the key verbs are,
and note which verbs are related to one another. You'll find
that lesser tasks can be tied together in a pithy function,
and don't necessarily need to be explicitly stated. For
example, a list of tasks beginning with the phrases "answers
questions," "sends emails," "tells coworkers," and "informs
customers" may all be summed up in an essential function
that reads, "Communicates with A, B, and C by doing X, Y,
and Z."
The following is an example of how a task list masquerading
as a job description can be whipped into shape. The
following five bullets describe the tasks assigned to a
hospital's Environmental Technician:
- Clean Operating Room
tables, floors and spot wash walls.
- Remove trash and soiled
linen from the area.
- Maintain rooms so they
are available for prompt reuse by cleaning ledges,
fixtures, washing walls, vents and lights.
- Clean rest rooms,
locker rooms, lounges, nurses' stations, equipment rooms
and closets.
- Complete required
continuous training and education, including department
specific requirements.
The first four bullets describe
cleaning and
maintenance, but in
a manner more useful as a checklist than a job description.
The fifth is not a job function at all, but a requirement,
and one that probably takes up less than 10% of working
time.
Editing these tasks down to a detailed essential function,
we end up with only one bullet point:
- Cleans and maintains
Surgery/Labor and Delivery's Operating Rooms, rest
rooms, lounges, nurses' stations, equipment rooms, and
closets for prompt reuse.
By focusing on the essential words in a sentence just as you
focus on the essential functions of the job, you'll be
producing painless job descriptions in no time.
Coming next time in
Astronology
- Do You Know...
- And the Magic Numbers
Are... 2004 Merit Budget Projections
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ISSN Number 1549-0467
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