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    Resi Padre
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    The document provides guidance on how to update or write job descriptions. It explains that job descriptions should be accurate and up-to-date to assist in performance evaluations, and that the supervisor and employee may jointly update the description as part of the evaluation process. However, the university itself does not maintain job descriptions centrally, as they are handled at the department level. It then lists what typical job descriptions describe, such as tasks, duties, skills, and qualifications, and how accurate descriptions can aid in recruitment, training, and setting performance expectations. The document outlines steps for developing job descriptions, including identifying key skill areas, writing behavioral objectives, gathering employee input, drafting, validating, and implementing the final description.

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    The document provides guidance on how to update or write job descriptions. It explains that job descriptions should be accurate and up-to-date to assist in performance evaluations, and that the supervisor and employee may jointly update the description as part of the evaluation process. However, the university itself does not maintain job descriptions centrally, as they are handled at the department level. It then lists what typical job descriptions describe, such as tasks, duties, skills, and qualifications, and how accurate descriptions can aid in recruitment, training, and setting performance expectations. The document outlines steps for developing job descriptions, including identifying key skill areas, writing behavioral objectives, gathering employee input, drafting, validating, and implementing the final description.

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    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
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    8 views2 pages

    Print Job Description

    Uploaded by

    Resi Padre
    The document provides guidance on how to update or write job descriptions. It explains that job descriptions should be accurate and up-to-date to assist in performance evaluations, and that the supervisor and employee may jointly update the description as part of the evaluation process. However, the university itself does not maintain job descriptions centrally, as they are handled at the department level. It then lists what typical job descriptions describe, such as tasks, duties, skills, and qualifications, and how accurate descriptions can aid in recruitment, training, and setting performance expectations. The document outlines steps for developing job descriptions, including identifying key skill areas, writing behavioral objectives, gathering employee input, drafting, validating, and implementing the final description.

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Flag for inappropriate content
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    How to Update or Write Job Descriptions

    Job descriptions should be up-to-date and accurate to assist in the performance evaluation process. The
    supervisor and/or employee may choose to update the job description and include the information as part
    of the expectation or goal setting process in performance evaluation. The University does NOT update
    and maintain job descriptions, nor keep current job descriptions on file. Individual job descriptions are
    maintained and updated at the departmental level.

    What do job descriptions typically describe?


    Tasks, duties, responsibilities, knowledge, skills, and abilities required to do the job

    An accurate job description helps in:


     Recruitment, orientation, selection, and training objectives.
     An updated description will serve as a good starting point for the development of
    performance expectations.

    Identify the Key Skill Areas for the Job:


    Organizing Administrating Scheduling
    Planning Coordinating Repairing
    Managing Directing Servicing
    Supervising Communicating Handling
    Marketing Implementing Maintaining
    Evaluating Processing Diagnosing
    Researching Advising Controlling
    Training Assisting Designing
    Initiating Problem-Solving

    Then assign descriptors (behavioral objectives) to that skill


    For example:
    * Supervising student workers to ensure coverage within the office
    * Maintaining the database to ensure it is current and accurate.
    * Assisting supervisor with project coordination and information dissemination.

    Information shared via CUPA-HR and http://uhr.umd.edu/prd-job-descriptions


    Participation is the key to developing good job descriptions!

    Step 1: Identify the stakeholder(s) – employees in the position


    Step 2: Include the employee in the process. If there is more
    than one employee, form a “slice-group,” a cross section of employees
    Step 3: Identify your vision for the position
    Step 4: Interview for data
     relevant skill areas
     behavioral statements (gather relevant anecdotal information)
     training requirements
     purpose of position
    Step 5: Draft the job description
    Step 6: Validate the job description with employees
    Step 7: Correct and Implement

    Behavioral Objectives

    Three important dimensions to writing good behavioral objectives: Behavior


    + Standard + Condition
    The Behavior
    observable and measurable actions
    The Standard
    quantity, quality or time parameters
    The Condition
    the parameters which the behaviors must be performed in
    In writing descriptions, do not concentrate only on
    the WHAT, but the WHY!

    Information shared via CUPA-HR and http://uhr.umd.edu/prd-job-descriptions

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