补偿资源

写一份有效的职位描述

 

概述

A job description should accurately describe 和 reflect the duties 和 responsibilities of the position. When written well it defines why the position exists 和 a realistic picture of “what does this position actually do?”

职位描述描述了职责, 但也为招聘奠定了基础, 发展和培训, 市场对工作进行外部定价，并决定其内部价值.

The job description should contain sufficient information to describe major responsibilities 和 essential functions as the position exists today. 这些细节为职位分类提供了必要的信息, 不是人，应该是在任者中立的，而不是基于在任者的任何特定品质.

职位描述的一部分

职称

职位名称描述了工作的一般性质和水平.

• 诸如分析师、助理、机械师之类的头衔表明了工作的一般性质.
• 职位头衔的其他组成部分，如高级, 专家, 和铅表示工作的水平.
• Refrain from inflating titles to ensure the nature 和 the 水平 of work is easily understood 和 does not cause internal inequity perception.
• 考虑内部和外部状态问题.
• 考虑系统中的HRIS字符限制.

工作总结

工作摘要提供了该角色的高级概述, 水平, 和 scope of responsibilities consisting of three to five sentences providing a basic underst和ing of the role. 简明扼要地说明该职位存在的原因. 摘要不需要在句子形式中包括所有的基本职责, 它也不需要列出该角色所监督的职位名称. 这个想法是一个简短的概述.

工作职责

Include current duties 和 responsibilities which account for more than 5% of the incumbent’s time 和 are critical to the successful performance of the job.

• Arrange these job duties 和 responsibilities in some logical order such as: Sequence in which the job duties are performed 和 order of importance.

• 参考决策制定的任何领域.
• 确定直接或间接责任领域.
• 使用简明明了的语言，使用现在时和动作动词.
• 避免任何不必要的词(句子太啰嗦)
• 用通用术语代替软件、系统、表单等的专有名称.
• 描述接触的性质, the people contacted 和 the extent to which the incumbent will interact with others within 和 outside the University.
• Describe the type of 主管y responsibilities that are expected from this role (no need to name the titles of the positions). 详细说明该职位的招聘权限, 纪律, 终止, 分配工作, 火车, 并评估其他员工的表现.
• 其他工作职责是那些不重要但被认为是工作的一部分的工作职能. Remember that essential functions/duties are to meet legal requirements that include: the reason the job exists, 有限数量的雇员可以分配基本的职责, 功能是高度专业化的，需要专业知识.
• 少于5%的工作时间应列在分配的其他工作中.
• Job descriptions do not include every single duty or responsibility that an incumbent may be asked to perform. 请使用免责声明，例如:指定的其他职责.

水平刀具

在起草基本职责时修改单词或短语的例子

可补偿的因素	Lowest 水平                                                                             Highest Level
技能	解释了	指示	说服	协商
判断	在直接监督下遵循既定的日常工作	分配工作，限制员工的自由	接受yzcca88游戏登录网址工作优先级的一般指导，并给予员工充分的自由	独立工作
决策的影响	限员工使用	对机组的影响	对部门的影响	对组织的影响
危害	无害环境	接触轻微不适	暴露于伤害或疾病之中	危及生命的情况

 

 

 

所需的资格

职位描述的这一部分列出了所需的工作知识水平，包括教育程度, 经验, 而KSA必须完成这项工作. Think of what does this role minimally need for the individual to be productive 和 successful in this role?

义务教育

List the educational qualifications that the incumbent must possess to satisfactorily perform the duties 和 responsibilities. State the educational qualifications in terms of degree type 和 concentration(s) that would provide the knowledge required to perform in this position.

需要经验

Identify the minimum number of full-time years of 经验 required 和 the type of work 经验 that an incumbent would need to be qualified for the job. 如果你算上实习的话, 本科工作, 或者毕业经历，那么这一点应该具体说明.

学历及工作经历

Make additional requests for education 和 经验 that would enhance the qualifications for the position.

知识、技能和能力

包括胜任工作所需的知识、技能和能力. 这描述了信息, 熟练程度, 专业知识, or demonstrated performance competencies related to the completion of the essential functions of the job. These should describe what a c和idate must have to successfully complete the essential functions of the job. 在工作描述上列出不超过7-10个KSA.

例子:

• 特殊训练、执照或证书
• 分析或人际交往能力
• 生理或心理能力
• 证明能力.

知识-一组有组织的信息, 通常具有事实性或程序性的, 如果申请了，哪一个能在工作中表现良好.

技能-通过手工、心理或口头手段对数据、事物或人的操纵. 技能是通过测试来衡量的，可以被观察到，并且是可量化的. 通常指来自培训或实践的专业知识.

能力-目前进行身体或精神活动的能力. 通常，能力是通过工作中完成的功能来体现的.

重新分类-Reclassifying a position is a process designed to review a position’s existing duties 和 responsibilities to determine if the primary functions align with their current title 和 classification. A new title may be appropriate when the duties of a position have changed or been increased significantly over time.

重新分类审查的原因

• The majority (30% or greater) of the position’s current duties 和 scope of responsibilities have changed both in variety 和 complexity or t在这里 has been an increase in 主管 responsibilities.
• 一个部门改组了，需要调整职位和职责.
• Changes in the volume of work assigned or an employee’s performance are not considered justifications for a position reclassification.

促销活动-晋升是指员工晋升到更高级别的职位, title, 工资等级. Colorado Equal Pay for Equal Work Act (CEPEWA) has qualifiers that deem what is considered a career progression promotion.

横向转移- A lateral transfer is movement from one job to another in the same or similar classification within the same job grade.

署理及临时委派工作-Additional pay when an employee is appointed to an interim role beyond the employee’s current classification 水平/pay grade for a period expected to exceed thirty days but not last longer than six months. 临时任务, the employee must meet the minimum qualifications of the higher-水平 position they will be performing the duties.

临时指派的额外职责 When an employee is assuming additional duties in addition to their own responsibilities on a temporary term (less than 6 months) due to the absence of a co-worker or 主管. Such additional duties must be short term in nature 和 clearly beyond the scope of the employee’s primary duties.

不符合临时加薪条件的原因:

• 当一个员工为下属承担责任时.
• 期限不超过30天
• 员工在哪里参与委员会工作，比如搜索委员会.
• W在这里 an employee is completing a project that falls within the scope of their current responsibilities.

签约或搬迁奖金

• Signing or relocation bonus-A lump sum payment offered to a c和idate of unique or hard to fill position to address extraordinary 和 validated circumstances associated with the c和idate’s current compensation or the challenges of the recruitment efforts.

职位评审申请表-由业务主管或经理提交，以审查空缺职位或新职位的发布, 促销的机会, 公平的考虑, 重组, 标题变更和重新分类审查.

额外薪酬申请表格-用于要求临时加薪或临时任务. Form submitted by the business officer to compensation in advance of the employee taking on additional duties. 可以找到该策略 在这里.

职位行动请求(PAR) - 用于主要空缺的职位. 业务人员提交新职位的横幅工作流程, 改变位置, 以及需要张贴的位置. 也可以用来更新职位描述.

员工特别表扬(SRE) -一次性奖金支付(签约奖金), 教师, 或员工奖励)，由业务人员在横幅工作流中提交.

工作变更申请(JCR) - 主要用于有任职者的职位. The business officer submits inside banner workflow when making changes to employee classification (position group or position type), 主管, 预算, FTE, 工资, 临时工资变动, 或者办公地点.