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........................................................................................... Page 2  \nSection 1: What Should a Job Description Include?............................................... Page 3  \n1. Job Title  \n2. Position Overview  \n3. Essential Duties and Responsibilities  \n4. Qualifications/Requirements  \n5. Knowledge, Skills, & Abilities (KSAs), and Competencies  \n6. Working Conditions  \n7. Salary Range  \n8. Supervision Structure  \n9. Other Job Information  \n10. Other Possible Inclusions to Elevate your Job Descriptions  \nClick to jump to each section!  \nSection 2: Best Practices to Consider .............................................................. Page 8  \n1. Conduct frequent job description reviews  \n2. Base the job description on the department’s needs  \n3. Involve current employees in writing job descriptions  \n4. Keep bias in check  \n5. Add disclaimer language  \n6. Include an “other duties as assigned” statement  \n7. Aim for increased readability  \n8. Standardize the job description format  \n9. Eliminate minor/occasional tasks which are not unique to a specific job  \n10. Make sure essential job functions align with classification decision  \n11. Customize the role to the mission  \n12. Check the voice or tone of the job description  \n13. Customize use of verbs  \n14. Consider use of key competencies  \n15. Review job descriptions through the lens of the Job Characteristics Model  \nSection 3: Important Notes ..................................................................... Page 13  \nA Note on HCLE Professional Standards  \nA Note on HR Branding  \nAppendix A: Core Competency Information ................................................... Page 16  \nAppendix B: Additional Sources Reviewed to Inform this Document .......................... Page 19  \n|􀁧 􀁧 1 􀁨 􀁨|  \nTHE WHY  \nIt’s time to elevate job descriptions to the prominent position they deserve! The job description is a tool that can be utilized throughout the employment lifecycle. Compelling job descriptions catch the attention of promising candidates, increase employee engagement, inform hiring, selection, and placement processes, inform training opportunities, and serve as a foundational tool related to compensation and performance management. Job descriptions also set a tone for a school district and are opportunities to communicate about culture, vision, mission, and goals. Finally, job descriptions are a great way to communicate performance competencies required to be successful in each position..  \nCheck out these other ways in which job descriptions contribute to the success of an organization  \nLay the groundwork for effective compensation  \nIncrease employee engagement  \nCommunicate  \ncommon vision of instructional improvement  \nHighlight the mission  \nInform  \ninterview questionselection  \nReinforce a common language  \nEstablish role relationships  \nSupport internal and external communication  \nCommunicate HR branding  \nInform establishment of goals and  \nobjectives  \nSupport ADA  \ncompliance  \nExpedite the hiring process  \nIncrease curriculum alignment  \nSupport the Strategic Plan  \n|􀁧 􀁧 2 􀁨 􀁨|  \nSECTION 1  \nWhat Should a Job Description Include?  \nClick to jump to each section!  \n1. Job Title  \n2. Position Overview  \n3. Essential Duties and Responsibilities  \n4. Qualifications/Requirements  \n5. Knowledge, Skills, & Abilities (KSAs), and Competencies  \n6. Working Conditions  \n7. Salary Range  \n8. Supervision Structure  \n9. Other Job Information  \n10. Other Possible Inclusions to Elevate your Job Descriptions  \n|􀁧 􀁧 3 􀁨 􀁨|  \n1. JOB TITLE  \nThe job title is the first thing that a candidate will focus on and the most likely component to feed into a keyword search. It should represent the role of the job and the level of responsibility. The job title should also make people want to go on to read the full descrip","cbCaidfnZ1gqWOUI","https://ap.wps.com/l/cbCaidfnZ1gqWOUI","pdf",1134947,23,"English","# The Why\n# Section 1: What Should a Job Description Include?\n## Job Title\n## Position Overview\n## Essential Duties and Responsibilities\n## Qualifications/Requirements\n## Knowledge, Skills, & Abilities (KSAs), and Competencies\n## Working Conditions\n## Salary Range\n## Supervision Structure\n## Other Job Information\n## Other Possible Inclusions to Elevate your Job Descriptions\n# Section 2: Best Practices to Consider\n## Conduct frequent job description reviews\n## Base the job description on the department’s needs\n## Involve current employees in writing job descriptions\n## Keep bias in check\n## Add disclaimer language\n## Include an “other duties as assigned” statement\n## Aim for increased readability\n## Standardize the job description format\n## Eliminate minor/occasional tasks\n## Make sure essential job functions align with classification decision\n## Customize the role to the mission\n## Check the voice or tone of the job description\n## Customize use of verbs\n## Consider use of key competencies\n## Review job descriptions through the lens of the Job Characteristics Model\n# Section 3: Important Notes\n## A Note on HCLE Professional Standards\n## A Note on HR Branding\n# Appendix A: Core Competency Information\n# Appendix B: Additional Sources Reviewed to Inform this Document","[{\"question\":\"Why redesign a job description instead of keeping the current one?\",\"answer\":\"Job description redesign strengthens recruiting and engagement, improves hiring and placement decisions, supports training planning, and helps align compensation and performance management while communicating culture, vision, mission, and goals.\"},{\"question\":\"What are the core sections a redesigned job description should include?\",\"answer\":\"It should cover job title, position overview (job summary), essential duties and responsibilities, qualifications/requirements, KSAs/competencies, working conditions, salary range, supervision structure, and additional job information to elevate clarity and completeness.\"},{\"question\":\"What best practices help make job descriptions clearer and more effective?\",\"answer\":\"Best practices include reviewing descriptions frequently, tailoring them to departmental needs, involving current employees, checking for bias, adding disclaimer language, using an “other duties as assigned” statement, standardizing format, and improving readability with consistent verbs and competencies.\"}]","JOB DESCRIPTION REDESIGN - Taking Your Job Description to the Next Level | PDF",1789311721,8]