This is heart of the job description. It should present a list of the job’s significant responsibilities and duties. List each of the job’s major duties separately and describe it in few sentences. For instance the job’s duties include achieve quantitative sales goal and determine sales priorities. Typical duties for other jobs might maintain balanced and controlled inventories, making accurate postings to accounts payable maintaining favorable purchase price variance and repairing production line tools and equipment.
This section may also define the limits of the jobholder’s authority, including his or her decision making authority direct supervision of other personnel, and budgetary authority. For example, the jobholder might have authority to approve purchase requests up to $ 5,000, grant time off or leaves of absence, discipline department personnel, recommend salary increase and interview and hire new employees.
Standard Occupational Classification (SOC): Classifies all workers into one of 23 major groups of jobs which are undivided into minor groups of jobs and detailed occupations.
The manager’s basic question here is, how do I know the job’s duties are? The answer, first, is from the job analysis itself; this should reveal that the employees on each job are doing now. Second, the manager will turn to various sources of standardized job description information. For many years the US labor Department’s Dictionary of Occupational Titles was the basic source that human resource managers both within and outside the government turned to for standard job description. However, the government replaced the Dictionary with the new Standard Occupational Classification (SOC). The SOC classifies all workers into one of 23 major groups of jobs. These in turn contains 96 minor groups of jobs, and these in turn include 821 detailed occupations such as the marketing manager descriptions in Figure. The employer can use descriptions like these to identify the job’s specific duties and responsibilities such as ‘Determine the demand for products’. From a practical point of view, the employer may also use other popular sources of job descriptions and job duties, such as www.jobdescription.com; more on this below.
The list of job duties looms large in employers’ efforts to comply with ADA regulations: See the Know Your Employment Law feature following.
Standards of performance and working conditions:
Some job descriptions contain standards of performance section. This lists the standards the employee is expected to achieve under each of the job description’s main duties and responsibilities.
Setting standards is never an easy matter. However, most managers soon learn that just telling subordinates to do their best doesn’t provide enough guidance. One straight forward way of setting standards I to finish the statement, will be completely satisfied with your work when… This sentence if completed for each duty listed in the job description should result in a usable set of performance standards. Here are some examples.
Duty: Accurately posting accounts payable
1) Post all invoices received within the same working day
2) Route all invoices to proper department managers for approval no later than the day following receipt.
3) An average of no more than three posting errors per month.
Duty: meeting daily Production Schedule
1) Produces no less than 426 units per working day
2) Next work station rejects no more than an average of 2% of units.
3) Weekly overtime dos not exceed an average of 5%
The job description may also list the working conditions involved on the job. These might include things like level, hazardous conditions or heat.