Next you will need to create a job description to use for posting your position, communicating your expectations, and measuring your employee’s success. A job description is comprised of the following:
List the classification you chose in Step 1.
Choose from the titles in the classification most closely associated with your position.
Give the position a title that describes the work.
List the purpose of the job—why the job is important.
Responsibility, % of Time, Essential/Marginal
This section assists in describing the position AND assists with compliance with the Americans with Disabilities Act. List the main results to be accomplished by the employee. Define each result as either essential or marginal. Essential responsibilities: identify the need for the position; i.e.; the reason the position exists. Marginal responsibilities: required to be performed, but are not the reason for which this particular position exists and usually are a small amount of time. At least 5 percent of each job description will contain marginal elements. Then assign what percentage of time of the overall workload (100%) each result will require. Under each result, list how the result should be accomplished.
- Provides information by: 25% of Time, Essential
- Greeting and referring customers and visitors; responding to email, phone and in-person queries…
- Contributes to team effort by: 5% of Time, Marginal
- Performing related duties as assigned.
List the required qualifications to perform the primary purpose of the job.
Additional Desirable Qualifications
List any additional qualifications to meet employers needs efficiently; these are not necessary to perform the basic functions of the job.
Once the position is filled, the supervisor and employee should review the job description together and sign it.