- Should minimalize training required for people hired
- Make sure they do what is expected of them
- Development of employees
- Job: group of positions that generally involve the same responsibilities, knowledge, duties and skills
- Job analysis: the process of observing and recording information about work performed by a specific employee in a specific position
Steps involved in job analysis
- Decide how to collect the data
- Gather information regarding skills, knowledge abilities, qualifications and reporting structure
- Conduct every two or three years to reflect every day job skills
- Identify major components
- What is this job? What does it do? Mental, physical requirements, abilities, compatibilities, capabilities
- Create job description
- Define the tasks that make up a job
- Outlines relationship to other units
- Include communications
- Lists education, skill, and experience required
Why are job descriptions important?
- Clarify responsibilities
- Identify relationships between positions
- Who has authority and direction over you?
- Helps determine performance measures
- Tracks number of jobs/duties performed
- Helps to base an equitable salary scale
- Are jobs similar?
- Why are people paid differently for the same job?
- Guidance for handling grievances, discipline
- Clarify what you can and can’t ,should and shouldn’t do
- Helps in recruitment of new employees
- Know who to hire and their skills
- Gives new employees orientation
- A job description explains what is expected of you
- Style simple and brief
- Use present tense
- Reflection of it being done
- Use quantitative words whenever possible
- Each sentence should begin with active verb
When is job description written?
- Often incumbent and manager
Parts of job description
- Job title
- Job summary
- What it is
- Duties and responsibilities
- Often listed
- How everything is related to one another
- Who need to approve description
Is the job being performed well?
- Written after job description
- Describes the level of performance the employee is expected to achieve and/or objectives
Standards should be
- Concrete and specific
- Practical to measure
- Realistic and achievable
- Similar jobs should have similar performance standards
3 key components
- What is being assessed
- Criteria on which it is assessed
- How performance will be monitored and measured
- How many?
- What do you expect?
- When do you expect it?
- Adhere to particular standards
- If not, have reasons to discuss
- How quickly?
- By what time?
- How frequently?
- All invoices received are posted within the same working day with no more than x posting errors per week returned for corrections
- Measured in returns and time in Acquisitions
- Thirty copy cataloguing requests are completed per day in accordance with AACR2R and local standards with no more than x returned for corrections
- Expected in larger divisions with high expectations, will vary from size