How to make a job description

Maria Soboleva
19.11.2015

How to make a job description?

Surely everyone who works in general knows what job description. Let's take a closer look at why this important document is needed, what sections it should include, and consider the basic requirements for its preparation.

What is the job description?

In order for an enterprise to work smoothly and efficiently, each employee must have a clear idea of ​​what exactly is required of him as a specialist in a particular position.

For this, there is an internal legal document such as a job description. It should be compiled for each full-time position, stating the powers of the employee, his duties, responsibilities, required skills.

Job descriptions

That is, initially, taking a person to work and entering into an employment contract with him, he is introduced to the job description in order to most concretely outline the range of his rights and requirements.

Moreover, even at the stage of recruiting staff candidates for a particular position is evaluated for compliance with the requirements set out in the job description.

This document is also important for the certification of employees: comparing the requirements for the position with the actual results of work, it is possible to assess how well a person copes with his work. And on the basis of this, personnel decisions are made - to raise, fire, enroll in the management reserve or send for additional training.

This document is made up in three copies: for the personnel department, the manager and the employee himself.

Job descriptions of specialists

Making upjob descriptions of specialists, take into account the scope of the enterprise, its structure, are guided by the qualification directory of positions.

At the same time, adhering to the requirements for the qualification of specialists, their own adjustments are made to the specifics of the enterprise or organization.

Create a job description

Who makes up job descriptions? Again, it all depends on the direction of activity, number of employees, complexity of technological processes.

Often this responsibility falls on the service staff or personnel department. In many companies, documents are developed by heads of departments.

It is unlikely, for example, a personnel manager can thoroughly know the specifics of each position of a large plant. Then it is logical that the job description of the engineer should be drawn up by a specialist in a particular department. After all, it should clearly describe the functions of the employee, and for this you need to know the technology of, say, steel production.

The job description of the manager is less specific, its development is usually done by personnel specialists, but it is necessary to coordinate its points with the head of the department, as well as the legal service. Then the document is approved by the head of the organization or enterprise.
In drafting, you can follow the model provisions using a ready-made standard job description. There are various versions of such documents (examples on the Internet and in reference books are sufficient), although the main sections are usually similar.

Job Description Engineer
The job description of the accountant of the product group, for example, will differ from the document describing the duties and powers of the accountant-cashier.

Job description structure

Job description of the specialist is developed on the basis of the provisions of the structural unit. These documents are interrelated, because the duties of workers depend on what tasks the department performs as a whole.

A common structure is one in which the job description of workers consists of several main sections.

General provisions

The first section of the document includes information about:

  1. job title (according to the staffing table);
  2. the name of the structural unit;
  3. categories (manager, specialist, technical performer);
  4. employee subordination;
  5. the procedure for appointment and dismissal from work;
  6. conditions of filling this position in the case of temporary absence of an employee;
  7. requirements - to vocational training (what kind of education is required to have, the required work experience) and qualifications (which the employee must know and be able to).

Often, the first section also indicates the documents, guided by which the employee must build his work: legislative acts, orders, decrees, regulations and rules.

Job responsibilities

This section may still be called “Main Tasks and Functions” or “Functional Responsibilities”, it is usually the most voluminous - more than half of the entire document.

Here it is necessary to formulate the main task of the employee holding a particular position, to identify the area of ​​his work activity.

And further - to list in detail the types of work included in the terms of reference of the employee. The compilation of this list should be approached in detail, because they evaluate the effectiveness and competence of a person according to how he performs all his functions. And it is already illegal to demand from an employee something not specified in the job description.

In this section, they also indicate the frequency with which the employee must perform some of his functions — constantly, weekly, at the direction of the management.

For example,job description accountantmay contain such a clause: as required delivers documents to various organizations

Job description of the director of an enterprise, as a rule, includes such a duty: management of all types of activity, based on the provisions of current legislation.

The rights

Here you should list the rights that the employee is granted to successfully complete the entire scope of work, within the framework of the requirements of his position.

The employee is given the right to make decisions (indicate the range of issues that he can decide on his own), receive the necessary information for the job, control certain areas of work or actions of colleagues, coordinate and endorse certain documents.

Sections of the job description

This section also indicates that the employee has the right to make proposals for the improvement of activities as part of their functional responsibilities.

A responsibility

This section contains points indicating what exactly the employee is responsible for and what he must accomplish in carrying out his official duties.

For example, to carry out planned performance indicators, to prepare reports on time and provide the required information, or to work without complaints and complaints from customers and managers' complaints.

And the employee must be responsible for the fact that he improperly fulfilled his duties, committed offenses, caused material damage, etc.

The head can establish disciplinary and material liability under the current legislation.

Interconnections

The section describes how the employee interacts, exchanges information and documents with officials of the department, other departments and external organizations.

Sample job description

If the preparation of such an important document, as, for example, the job description of a manager or deputy, is to be done, it is better to first get acquainted with ready-made examples. Based on them, taking into account the scope of your activities and the peculiarities of production, you will already be preparing your document.

We offer you thissample job description:

Sample job description

Both the head of a large company and the director of a small company, if they want to succeed, should understand that their main resource is people, ordinary workers and leading specialists.

And in order to use this potential as efficiently as possible, it is necessary to clearly define the goals and objectives of each employee, to establish specific rules of the game. And this can be done with the help of a job description prepared according to all the rules.

In this video, see how to make job descriptions work:


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  • How to make a job description

    How to make a job description

    How to make a job description

    How to make a job description

    How to make a job description

    How to make a job description

    How to make a job description

    How to make a job description

    How to make a job description

    How to make a job description

    How to make a job description

    How to make a job description

    How to make a job description

    How to make a job description

    How to make a job description

    How to make a job description

    How to make a job description

    How to make a job description

    How to make a job description

    How to make a job description

    How to make a job description

    How to make a job description

    How to make a job description

    How to make a job description

    How to make a job description

    How to make a job description

    How to make a job description

    How to make a job description

    How to make a job description

    How to make a job description

    How to make a job description

    How to make a job description

    How to make a job description

    How to make a job description

    How to make a job description

    How to make a job description

    How to make a job description

    How to make a job description

    How to make a job description

    How to make a job description

    How to make a job description

    How to make a job description