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It details a structured writing process, including job purpose and reporting relationships, and how to draft 6–8 essential job function statements with action verbs, clear outcomes, time percentages totaling 100%, and a reserved 5% for other duties. It also provides recommended verbs and selectable work-context accountability areas plus minimum qualification inputs.",{"@graph":63,"@context":118},[64,80,101],{"@type":65,"itemListElement":66},"BreadcrumbList",[67,71,74,77],{"item":68,"name":69,"@type":70,"position":9},"https://docshare.wps.com","Home","ListItem",{"item":72,"name":10,"@type":70,"position":73},"https://docshare.wps.com/template/",2,{"item":75,"name":16,"@type":70,"position":76},"https://docshare.wps.com/template/resumes/",3,{"item":78,"name":59,"@type":70,"position":79},"https://docshare.wps.com/template/performance-based-job-description-template-overview/162395/",4,{"url":78,"name":59,"@type":81,"image":82,"author":87,"headline":59,"publisher":90,"fileFormat":93,"inLanguage":57,"description":61,"dateModified":94,"datePublished":95,"encodingFormat":93,"isAccessibleForFree":96,"interactionStatistic":97},"DigitalDocument",{"url":83,"@type":84,"width":85,"height":86},"https://docshare.wps.com/thumbnails/performance-based-job-description-template-overview/162395.png","ImageObject",442,249,{"name":88,"@type":89},"Margaret","Person",{"url":68,"name":91,"@type":92},"DocShare","Organization","application/vnd.openxmlformats-officedocument.wordprocessingml.document","2026-09-22","2026-08-30",true,{"@type":98,"interactionType":99,"userInteractionCount":9},"InteractionCounter",{"@type":100},"ViewAction",{"@type":102,"mainEntity":103},"FAQPage",[104,110,114],{"name":105,"@type":106,"acceptedAnswer":107},"What is the purpose of this job description development tool?","Question",{"text":108,"@type":109},"It assists in writing job descriptions that provide sufficient information for job requisition and recruitment, candidate selection, new hire orientation, employee training, and performance standards and appraisals.","Answer",{"name":111,"@type":106,"acceptedAnswer":112},"How should essential job functions be written?",{"text":113,"@type":109},"Each statement should start with a verb, describe the action and expected outcome clearly, avoid acronyms, avoid the phrase “responsible for,” and state an approximate percentage of time spent on the function.",{"name":115,"@type":106,"acceptedAnswer":116},"What rules govern the time percentages for essential functions?",{"text":117,"@type":109},"Essential functions should be listed in descending order by percentage, duties under 5% are not considered essential, percentages must sum to 100%, and 5% should be reserved for “Performs other related duties as assigned.”","https://schema.org",{"og:url":78,"og:type":120,"og:title":59,"og:site_name":91,"og:description":61},"article",{"robots":122,"canonical":78},"index,follow",{"doc_id":124,"site_id":56},162395,1790109415,{"code":4,"msg":5,"data":127},{"doc_id":124,"user_id":128,"nickname":88,"user_avatar":129,"doc_module":9,"category_id":15,"category_name":16,"doc_title":59,"doc_description":61,"doc_content":130,"file_id":131,"file_url":132,"file_type":133,"file_size":134,"view_count":9,"is_deleted":4,"is_public":9,"is_downloadable":9,"audit_status":9,"page_count":20,"language":135,"language_code":57,"site_id":56,"html_lang":57,"table_of_contents":136,"faqs":137,"seo_title":138,"seo_description":61,"update_tm":139,"read_time":47},137451207643,"https://ap-avatar.wpscdn.com/davatar_3d24733baf745e90a7e4bdd5f77d97b2","Compensation 5700 Cass Avenue, Suite 3638\nDetroit, MI 48202\nPhone: 313-577-3000\nFax: 313-577-0637\nEmail: \u0013 HYPERLINK \"mailto:askhr@wayne.edu\" \\h \u0014askhr@wayne.edu\u0015\nOverview\n\u000eJob Description Development Tool\nThe purpose of this tool is to assist with the writing of job descriptions for Non-Academic, Non- Represented employees, which will provide sufficient information for:\nJob requisition and recruitment\nCandidate selection\nNew hire orientation\nEmployee training\nPerformance standards and appraisals.\nA job is a collection of tasks, functions and responsibilities that an employee is required to perform.\nA job title captures a unique job role and should provide information on the job function (e.g. Accounting, Legal) and job level (e.g. clerk, coordinator, supervisor, manager).\nEach unique job title should have a corresponding job description.\nJobs with multiple incumbents performing very similar roles will have a single common job description. Each manager job, performing a unique role in a division or unit, will have an individual job description.\nNew Job Description Development Process Flow\nNarrative Description of Sections of the Job Description (See Page 12 for Sample Job Description)\nJob Purpose:\nIn a few sentences, summarize the reason the job exists and the primary goals of the job. Include information on the occupational and organizational role. Also include to which position this job reports.\nEssential Job Functions:\nDescribe six to eight essential job functions or responsibilities that are performed as a part of the job.\nTips for Essential Functions:\nEach statement should begin with a verb (see page 5-6).\nDescribe the object of the action. For example: Schedules classes for College of Education.\nInclude the approximate percentage of time spent on this essential function.\nDo NOT use acronyms. Acronyms must be spelled out.\nDo NOT use the term “responsible for.”\nNote that duties that take up less than 5% of an employee’s time are not considered essential.\nEnsure that essential functions are listed in descending order according to percentage of time.\nEnsure that percentages of time sum to 100%.\nReserve 5% for “Performs other related duties as assigned.” Each statement should reflect the expected outcome:\nWrite the essential function statement so that someone who has no knowledge of the job or your department can understand the work being done.\nWhy is the action taken? What is the objective?\nThe statements should be concise.\nGroup similar tasks and collapse into single statements.\nEliminate redundancy.\nAvoid jargon.\nSuggested Approach to Writing Essential Functions:\nBrainstorm a list of all the duties required to perform the job. These are the individual tasks completed on a daily, weekly, monthly or annual basis. Below is an example of a task list:\nPrepare written correspondence.\nMaintain calendar for executive.\nAnswer and direct phone calls.\nMaintain department files and records.\nPerform purchasing function for department.\nMaintain, reconcile and update budget records.\nProvide functional supervision and training of student employees.\nCoordinate requests for facilities maintenance and improvements.\nProvide planning and coordination of department events and functions.\nReview the list and group the duties based upon the specific functions and responsibilities of the position, also known as essential functions. Establish the essential functions. For these duties, the essential functions may include: Administrative Support, Purchasing, Budget Administration, Supervision of students, Facilities Coordination, and Event Coordination.\nCondense the specific job duties into 6 to 8 “essential functions statements” beginning each statement with an action verb (see next page for list). Do not use the term “responsible for” when writing essential functions. For example, instead of “responsible for scheduling,” write “schedules classes for College of Education.” Arrange the essential functions in descending order of percentage of time spen","cbCaibRKCX5BBLXS","https://ap.wps.com/l/cbCaibRKCX5BBLXS","docx",56809,"English","# Job Description Development Tool\n## Job purpose\n## Essential job functions\n## Tips for essential functions\n## Suggested approach to writing essential functions\n## Useful verbs for job descriptions\n## Work context\n## Minimum qualifications","[{\"question\":\"What is the purpose of this job description development tool?\",\"answer\":\"It assists in writing job descriptions that provide sufficient information for job requisition and recruitment, candidate selection, new hire orientation, employee training, and performance standards and appraisals.\"},{\"question\":\"How should essential job functions be written?\",\"answer\":\"Each statement should start with a verb, describe the action and expected outcome clearly, avoid acronyms, avoid the phrase “responsible for,” and state an approximate percentage of time spent on the function.\"},{\"question\":\"What rules govern the time percentages for essential functions?\",\"answer\":\"Essential functions should be listed in descending order by percentage, duties under 5% are not considered essential, percentages must sum to 100%, and 5% should be reserved for “Performs other related duties as assigned.”\"}]","Performance-based Job Description Template - Overview | DOCX",1788124152]