| Summary |
- A brief section to summarize the position
- Generally includes the title, location, broad statement of the functions
- Often used as part of a job posting
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| Essential Functions and Responsibilities |
- Standard to begin each task description with a verb
- Be specific: General statement can be followed by specifics
- Bullet format is easy to read
- Caution on numbering, for it's often perceived as a hierarchy of expectations
- Good practice to include expectations
- Often includes estimate of percentage of time spent on main functions
- Include the how and why if they are not obvious
- Provide information on the level of authority as it relates to specific functions
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| Additional Duties and Responsibilities |
- That which is performed occasionally
- That which is non-essential
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| Supervisory Responsibilities |
- Approximate number and type to be supervised (employees, rep groups, etc.)
- Brief description of the type of authority (hire/fire, performance development, etc.)
- Also include level this position report to
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| Supervisory Responsibilities |
- Approximate number and type to be supervised (employees, rep groups, etc.)
- Brief description of the type of authority (hire/fire, performance development, etc.)
- Also include level this position report to
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| Fiscal Responsibility |
- Indication of level of financial responsibility, if any, and for what area (P&L for region, division, etc.)
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| Experience, Skills and Knowledge |
- Often categorized by required and preferred. Be sure that requirements and functions are congruent
- Experience should reference required/desired level of accomplishment
- Number of years relative to experience and skills should be included, generally stated as a minimum
- Balancing act between being too specific vs. too general. Too specific locks you into a tight profile that could eliminate good candidates. Too general and you get responses that aren't even close to what you need
- Absolutely avoid protected class issues (race, gender, age, disability, etc.)
- If overnight travel is part of the position, estimate a percentage involved
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| Working Conditions and Culture |
- Frequently not included, but can be helpful, e.g., high pressure, entrepreneurial, ability to work independently without much supervision, etc.
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| Compensation |
- Frequently stated in terms of a range
- If incentive/bonus program is part of the position, explain how it works and make a realistic projection of value based on current revenue and/or projected revenue
- Include information on benefit package (health, life, retirement, etc.)
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