What is contained in a job description quizlet?

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What is contained in a job description?
What is included in a job description quizlet?
What are 3 things that should be included in a complete description of position?

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1. Job title, department or location, reporting relation- ships, and date when job analysis was originally com- pleted or updated.
2. A brief statement of job purpose or objectives.
3. A list of the major duties of the job, in order of priority or importance. Some indication of the proportion of time spent on each duty may be useful, although this may not be feasible for some jobs. In describing these duties, be sure to include the tools, equipment, or work aids that are utilized in performing these
duties.
4. An indication of responsibilities for people, results,
and organizational assets, including cash, tools, equipment, and facilities, along with the spending or budget authorities attached to the job. The consequences of error or poor performance could also be explained. Included here is the nature and extent of supervision given and received.
5.The mental and physical effort demanded by the job.
6. The conditions under which the work is performed, including the quality of the work environment and any hazards or dangers that may be involved in job
performance.
7. A specification of the qualifications needed to perform the job, including skills, training, education, and abilities, as well as any certificates or licences required.

1. Describe all ongoing aspects of the job. Also include duties or responsibilities that you are expected to carry out, even if on an infrequent basis. For example, you prepare a report once every two months; this report is usually 20 pages or longer, requires statistical research and analysis, and takes four to six days to prepare.
2. List each job duty and its related tasks, starting with the duties that take the largest portion of time. A duty is a distinct area of responsibility; a task is a particular work action performed to accomplish the duty.
3. Include enough detail about the job. Be clear and concise. For example, "handles mail" could mean any or all of the following: receiving, logging, reading, and distributing mail, and locating background material related to the correspondence and attaching it for the reader's information.
4.Show how often, how much, or how long a task or a responsibility takes to perform.
5. Indicate the approximate amount of working time spent on each major duty, using percentages, number of hours per day, frequency (daily, weekly, monthly).
6.Explain technical terms, describing processes and equipment in easy-to-understand language. Be specific about the degree of responsibility involved and the equipment, processes, and work aids used.
7. Ask yourself "how" and "why." This may help you more accurately describe aspects of the job. Use an alternative task statement format where there is too much information in a single sentence.
8.Define abilities that had not been previously rated or that are now being realigned due to changes in the job environment or requirements.
9. Focus on the facts. Do not overstate or under- state duties, knowledge, skills, abilities, and other characteristics.
10. Avoid general references to personality, interest, intel- ligence, or judgment.
11. Avoid use of ambiguous or qualitative words, such as "assist" or "complex" without providing clarifying examples.
12. Begin each task statement with an action verb in the first-person, present tense (e.g., write, calibrate, ana- lyze). Use the Glossary of Active Verbs (http://www. payequity.gov.on.ca/peo/english/pubs/glossaryverbs. html) to help clarify actions and tasks.
13. Exclude duties and responsibilities no longer performed, or any future requirements, in the description.
14. Exclude skills, education, or experience a staff member has or may acquire that are not required by the cur- rent position.
15. The supervisor may develop a composite position description representative of a group when two or more individuals hold the same type of position (e.g., customer service clerks).
16. Employees should not assume responsibilities and authority that is not theirs. However, supervisors should make clear those responsibilities that are required.