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JD and JS Guide

The document outlines the key elements that should be included in a job description: 1. It provides guidelines for sections such as job identification, duties and responsibilities, performance standards, and working conditions. 2. It explains that task statements should clearly describe the action, object, and other relevant details of each job function. 3. The job specification section defines the important distinctions between knowledge, skills, abilities and other characteristics that may be required for the role.

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Samantha Beatriz B Chua
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50 views2 pages

JD and JS Guide

The document outlines the key elements that should be included in a job description: 1. It provides guidelines for sections such as job identification, duties and responsibilities, performance standards, and working conditions. 2. It explains that task statements should clearly describe the action, object, and other relevant details of each job function. 3. The job specification section defines the important distinctions between knowledge, skills, abilities and other characteristics that may be required for the role.

Uploaded by

Samantha Beatriz B Chua
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd

JOB DESCRIPTION ELEMENTS

1. Date written

2. Job Status.
- Full time/Probationary/ contractual/ part-time including salary

3. Job Identification.
- Job title, department, division, plant, code number of a job

4. Job summary.
A brief one or two sentence statement describing the purpose of the job and what outputs
are expected from job incumbents. It includes the general nature of the job and the overview of
functions/activities.

5. Working relationships.
Job holder’s relationships inside and outside the organization. It includes the following
information:
a. Immediate superior
b. Supervises
c. People to be working with
d. Outside organizations, entities, ang people who a job-holders will be working with.

6. Duties and Responsibilities


These should be presented in clear and precise statements and should include the following:
- Major duties and responsibilities (essential functions)
- Decision making authority
- Direct supervision
- Budgetary limitations

Each function of each job should be identified and explained for the benefit of the job holder.

6.a Writing Task Statements


- a properly written task statement must contain an action (what is done) and an object (to
which an action is done).
- Often, task statements will also include:
- where it is done
- how it is done,
- why it is done
- when it is done
NOTE:
• One action per one object
• Should Readable and understandable
• Written in same tense
• Include the tools and equipment
• Should make sense by itself.
• For decision making activities, indicate level of authority

7. Standards of Performance
– These are the observable behaviors and actions which explain how the job is to be done,
plus the results that are expected for satisfactory job performance. They tell the employee what a
good job looks like.

8. Working Conditions
- A list of the general working conditions involved with the job, location of the job, and other
relevant characteristics of immediate work environment such as hazards, safety measures and noise
levels

JOB SPECIFICATION

A written statement of knowledge, skills, abilities and other characteristics (KSAO) required
to perform a job. It is a list of: educational qualifications, job-related qualities, level of experience,
and physical, emotional, technical and communication skills required

• Knowledge – Know what: Factual or procedural information that is necessary for


successfully performing a task –more trainable

• Skills – Know how: An individual’s level of proficiency at performing a particular task – More
trainable

• Ability – Can do: A more general enduring capability that an individual possesses
– less trainable

• Other Characteristics – Personality, experience, license, etc: distinct characteristics that


are significant to the job – less trainable

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