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For Compensation & Classification, it provides the proper documentation to determine exemption  \nstatus.  \nWhy Use Job Descriptions  \n• Job descriptions are used to:  \n– Describe major functions and duties (limit to 5-7 functions/duties) .  \n– Describe education/license/certifications requirements .  \n– Develop job postings.  \n– Describe knowledge, skills and abilities (KSAs) necessary to do the job.  \n– Describe effort.  \n– Assess candidate's qualifications during selection process .  \n– Help set expectations .  \n– Guide performance management process .  \n– Guide accommodation decisions .  \n– Serve as documentation in the event of a legal challenge .  \n– Summarize the organization structure (reporting relationships) .  \n– Describe working conditions .  \nTiming – Developing/Updating  \nCreating New Role  \nSuccess Planning  \nHiring for a Vacancy  \nReasonable Accommodations  \nReorganization  \nChanges in Roles / Responsibilities  \nKey Components  \n• U-M classification and working title .  \n• Job summary.  \n• Essential duties and responsibilities (with percentage of effort) .  \n• Skills and competencies .  \n• Qualifications (education and experience) .  \n– Minimum qualifications .  \n– Preferred qualifications .  \n• U-M provides a standard form to help schools/colleges/units (SCUs) craft a job description (see appendix ) .  \n• Date of creation/last update .  \n• Working Conditions / Physical Requirements .  \n Who    Where    Why    How   \nDoes What When/How  \nWork Often  \nU-M Classification and Working Title  \n• U-M classification .  \n– Standardized nomenclature to organize jobs into categories .  \n• Working title .  \n– Reflects specific duties, specialization, or level (Coordinator, Manager, Sr Financial Controls Analyst, Project Facilitator) .  \n– Flexible for unit discretion .  \n– Should be simple and recognizable .  \nCompensation and Classification website has additional principles and parameters .  \n6  \nJob Summary  \n• High-level overview (2-4 sentences) of the role’s purpose that includes:  \n– Purpose .  \n– Key responsibilities and outcomes .  \n– Contributions to the unit.  \n– Department role reports into.  \n– Supervisory/managerial responsibility.  \n– Level of responsibility/scope .  \n– Required skills/knowledge to perform each key responsibilities .  \nExample: The Compensation Analyst supports the development and implementation of compensation programs to ensure market competitiveness and internal equity. Reports to the Director of Compensation .  \nDuties and Responsibilities  \n• Most important tasks and percentage of effort.  \n– Percentage of effort should be greater than 10% or less than 50% .  \n• Use action verbs (e.g., develops, manages, coordinates) .  \n– See appendix for a listing of action verbs .  \n• Focus on outcomes, not tasks (e.g., “responds to emails by forwarding to appropriate individual” not “answers emails”) .  \n• Aim for 5-7 major function/duties .  \n– See next slide for ADA compliance .  \nBe mindful of potential inflationary effects when describing duties in a job description. Overstating responsibilities or using language that implies a higher level of authority or complexity than the role requires can lead to misclassification, inequity in compensation,","cbCaio65JGL4QQ6K","https://ap.wps.com/l/cbCaio65JGL4QQ6K","pdf",606846,19,"English","# What is a Job Description\n## Why Use Job Descriptions\n## Timing - Developing/Updating\n## Creating New Role\n## Success Planning\n## Hiring for a Vacancy\n## Reasonable Accommodations\n## Reorganization\n## Changes in Roles / Responsibilities\n# Key Components\n## U-M Classification and Working Title\n## Job Summary\n## Duties and Responsibilities\n## ADA Compliance\n## Skills and Competencies","[{\"question\":\"What key elements should a job description include?\",\"answer\":\"A job description should cover tasks/duties, required skills/knowledge, reporting relationships, work details (inputs/outputs), FLSA exemption status, how the work is completed, and the frequency and purpose of the work in relation to organizational goals.\"},{\"question\":\"Why are job descriptions used in organizations?\",\"answer\":\"They describe major functions and duties, education/license/certification requirements, help develop job postings, list KSAs and effort, support selection and expectation-setting, guide performance management and accommodation decisions, and provide documentation for legal challenges.\"},{\"question\":\"What does ADA compliance mean for duties and responsibilities?\",\"answer\":\"Under the ADA, duties are categorized as Essential or Marginal. Essential duties are critical to the role, highly specialized, or limited to few employees, while Marginal duties can often be eliminated or reassigned elsewhere.\"}]","Job Descriptions - What Is a Job Description, Why Use It, and Key Components | PDF",1789312258,7]