A job description provides a representative summary of the major duties and primary responsibilities to be performed. Employees may be requested to perform job-related tasks other than those specifically presented in this description.
Position Summary
A brief, specific statement of why the position exists - what is the major end result.
This section should clearly distinguish this job from the supervisor's job, from jobs that report to it, and from other jobs at the same level. It tells the reader about the role and its place within the organization.
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Supervisory Responsibilities
Describes supervisory responsibilities and reporting relationships.
Identify who this position supervises (if anyone) and who it reports to. Be specific about the nature of the supervisory relationship.
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Duties and Responsibilities
Describe the results for which the position has ongoing accountability, listed in order of importance.
Each statement should relate to a single end result which must be accomplished and to which some measurement of performance can be applied. Duties should answer: What the task is, how it is performed, and why it is done.
Begin each duty with an action verb. Example:
"Provide qualified candidates for job openings by screening applicants."
The list does not need to be exhaustive — major activities sufficient to convey what is involved in achieving the end results are enough.
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Minimum Qualifications
Include only the minimum required to perform the job.
Education
Include the minimum level and type of formal education required to perform the job. Some educational qualifications may be satisfied by work experience equivalency. A preferred education level or type may be added.
Experience
Include the type and number or range of years of work experience needed to perform the job duties. A preferred type or level of experience may be added.
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Knowledge, Skills, and Abilities (KSAs)
Three distinct categories use the definitions below when writing KSAs for the Job Description Template. KSAS should be specific and observable. Well-written KSAs strengthen your search committee's ability to evaluate candidates consistently and equitably.
Knowledge
An organized body of information, usually of a factual or procedural nature, which if applied makes adequate performance on the job possible.
Examples include knowledge of:
- Federal Regulations and Directives: Operational Systems and Procedures : Budget and Accounting Principles
- Engineering Practices : Environmental Compliance Law: Administrative Practices
Skill
The manipulation of data, things, or people through manual, mental, or verbal means. Skills are measurable through testing, can be observed, and are quantifiable. Often refers to expertise that comes from training, practice, etc.
Examples include skill in:
- Keyboard Data Entry : Motor Vehicle Operation : Computer Software Proficiency : Electronic or Computer Repair
- Carpentry, Plumbing and/or HVAC Repair : Second Language Proficiency
Ability
The capacity to perform a physical or mental activity at the present time. Typically, abilities are apparent through functions completed on the job. The main difference from skill: ability is the capacity to perform, where a skill is the actual manipulation of data, things, or people. You may ay have the ability, but unless observed through actions, that ability may not transfer to a skill set.
Examples include the ability to:
- Establish and maintain effective working relationships with others
- Write routine reports, memos, and correspondence utilizing proper grammar, spelling, and punctuation
- Set priorities and simultaneously process multiple duties and responsibilities
- Adapt to changes in work procedures, policies, and work environment