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It produces a realistic description of a job and answers the question,“What does the person in this role do?”  \nA job description sets the foundation for recruiting, developing, and retaining talent; and sets the stage for optimum work performance by clarifying responsibilities, expected results, and evaluation of performance. It is also an important component of an equitable compensation system and ensuring legal compliance.  \nThe job description contains sufficient information to describe major responsibilities as they exist today. They provide the information necessary to classify the position, not the person; thus, they are “incumbent neutral”. The document should not include every detail of how and what work is performed so that it remains useful even when minor changes occur.  \nJob Description  \nPerformance Management  \nTalent Acquisition  \nGrade Assignment  \nLegal Defense  \nCareer Development  \nJob descriptions are an integral part of many HR activities:  \n􀂃 A key part of the talent acquisition process  \n􀂃 Used to determine a job’s value in the labor market  \n􀂃 Establishes a basis for making reasonable accommodations for individuals with disabilities and provides documentation needed for workers’ compensation illness or injury  \n􀂃 Used in creating organizational structure and developing career development opportunities  \n3  \nHOW TO WRITE A JOB DESCRIPTION  \n| It is the responsibly of the hiring manager to complete the job description template to ensure the most accurate description of the job is captured. |\n| --- |\n| The job description template can be found on the Compensation webpage or by contacting your HR Business Partner. |\n| Consider the job, not the person, when completing the job description. |\n\nThe following slides provide some helpful tips for completing the job description template.  \nJOB DESCRIPTION TEMPLATE  \nIn this first section, hiring managers are asked to only provide a recommended job title. While under review the title may change based on external and/or internal considerations. For example, if the title already exists. Some helpful tips:  \n• Manager job titles are typically used for a job that will manager other staff or a department/function.  \n• It’s useful to include the department name in the title such as Director Student Health Services, Facilities Planner.  \nAll other fields in the first section will be complete upon review with Compensation.  \nJOB DESCRIPTION: JOB SUMMARY  \n• The job summary includes a high-level overview of the role describing the level and scope of responsibility. Generally, 2-3 sentences in length.  \n• Avoid including marketing or informational paragraphs related to the School, Central Unit, or Department. These should be captured in the job posting.  \n• Job Summary Example – Administrative Assistant 3  \n– Coordinates administrative processes and prioritizes, directs, and responds to business matters involving administrative functions associated with education, research, and/or operations. Creates and maintains associated documents, spreadsheets, databases, meetings, special events, etc. and alerts supervisor of critical issues and upcoming events.  \nHelpful Tip: Although the job summary is the first section of the job description it may be easier  \n6  \nJOB DESCRIPTION:  \nEssential Duties & Responsibilities  \n• Describe the essential duties and responsibilities assigned to the job.  \n• Consist of 7-9 bullet points that each account for no less than 10% of the job, listed in order of importance.  \n• Include explanatory phrases which tell why, how, where, or how often the tasks and duties are performe","cbCaibOMcH2HajIm","https://ap.wps.com/l/cbCaibOMcH2HajIm","pdf",755260,"English","# The What, Why, How of Job Descriptions\n## What Is a Job Description\n## How to Write a Job Description\n## Job Description Template\n# Job Description Template Sections\n## Job Summary\n## Essential Duties & Responsibilities\n## Qualifications","[{\"question\":\"What is the purpose of a job description?\",\"answer\":\"A job description defines essential duties, responsibilities, and qualifications while answering what the person in the role does. It also clarifies responsibilities, expected results, and how performance will be evaluated to support recruiting and legal compliance.\"},{\"question\":\"What does “incumbent neutral” mean in job descriptions?\",\"answer\":\"It means the description focuses on the position as it exists today rather than on the specific person. The job description should be detailed enough to classify the position but not include every minute detail of how tasks are performed.\"},{\"question\":\"What key components should be included in the job description template?\",\"answer\":\"The template covers a recommended job title, a job summary (typically 2–3 sentences), essential duties and responsibilities (7–9 ordered bullet points), and qualifications, including minimum and preferred qualifications.\"}]","Writing a Job Description - A Reference Tool | PDF",1789311702]