Department of Labor Job Description - Seeking Help
- Thread starter Randy
- Start date
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Steven Truchon
I agree, try making some up. You know best what your objective is, and what the positions/titles will do. Get input from the people in those positions. At one job I was at, we had all employees write their own job descriptions, then write a co-workers job description. That was a fascinating exercise. Not only did we get some great ideas but we also learned how employees viewed their positions.
One thought is to check the ASQ website and links to local chapters. www.asq.org i believe is the url.
One thought is to check the ASQ website and links to local chapters. www.asq.org i believe is the url.
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susanmh
job description help
I am trying to find examples of job descriptions for the following titles:
ISO COORDINATOR
QA Inspector
Quality Engineer
QA Technician
QA Lead
If anyone has any examples that you would't mind sharing, please let me know. Thanks!!!!
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I am trying to find examples of job descriptions for the following titles:
ISO COORDINATOR
QA Inspector
Quality Engineer
QA Technician
QA Lead
If anyone has any examples that you would't mind sharing, please let me know. Thanks!!!!
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A
Andy Bassett
I agree with everyone else. I personally intensely dislike JD's because i believe its impossible to write down on a piece a paper what somebody should do. The inevitable result is that it is either too detailed or too vague.
In one particular company where i am now, i am using them extensively because the organisation is so bad the Arse doesnt know what the elbow is doing. Even here i empahsize what the employee objectives and targets are, and deemphasize the job description (To a certain degree i actually dont care HOW they achieve it).
Having said all that, it is true that to satisfy ISO 9000 i have two JD's that i consistenly use, and are basically not changed from company to company; A Systems Manager and a Quality Assurance Manager.
Regards
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Andy B
[This message has been edited by Andy Bassett (edited 18 July 2000).]
In one particular company where i am now, i am using them extensively because the organisation is so bad the Arse doesnt know what the elbow is doing. Even here i empahsize what the employee objectives and targets are, and deemphasize the job description (To a certain degree i actually dont care HOW they achieve it).
Having said all that, it is true that to satisfy ISO 9000 i have two JD's that i consistenly use, and are basically not changed from company to company; A Systems Manager and a Quality Assurance Manager.
Regards
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Andy B
[This message has been edited by Andy Bassett (edited 18 July 2000).]
Randy
Super Moderator
Susannah,
Like you I am in Ca. The lack of a job description in this state, as well as others, may be disaster for any organization. You need to have them to comply with ADA, Cal/OSHA, EEO, and other things.
When writing your descriptions remember to include what the physical requirements are for the position and the phrase "any other duties as assigned from time to time".
The US Office of personnel management (www.opm.gov) also has listings of job descriptions.
Like you I am in Ca. The lack of a job description in this state, as well as others, may be disaster for any organization. You need to have them to comply with ADA, Cal/OSHA, EEO, and other things.
When writing your descriptions remember to include what the physical requirements are for the position and the phrase "any other duties as assigned from time to time".
The US Office of personnel management (www.opm.gov) also has listings of job descriptions.
J
Jim Biz
Randy - Just 2 cents worth
My wife works in the "getting a job industry" and according to her (& of course I'd never attempt to argue with her (grin))
- you need to write it as "other JOB RELATED duties" - Although the old reliable "any/all other duties as assigned" is probably still used in many places -
According to my "fairlly reliable" source -- EEO currrent viewpoint is that "ANY/ALL other duties" is too generic.
Regards
Jim
[This message has been edited by Jim Biz (edited 18 July 2000).]
My wife works in the "getting a job industry" and according to her (& of course I'd never attempt to argue with her (grin))
- you need to write it as "other JOB RELATED duties" - Although the old reliable "any/all other duties as assigned" is probably still used in many places -
According to my "fairlly reliable" source -- EEO currrent viewpoint is that "ANY/ALL other duties" is too generic.
Regards
Jim
[This message has been edited by Jim Biz (edited 18 July 2000).]
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David Mullins
I usually write all/most of the job descriptions for companies I've worked for. I make an absolute point of not having "any other duties" in MY job description.
"Any other duties" gives your employer a licence to screw you and dump the body. I advise staff that I will delete this clause from their JD as well, provided they put in the yards to make the JD accurately reflect their duties, and their boss must sign off on it. This is an enormous benefit come performance assessment time.
As a corporate services manager, if something doesn't fit neatly into one work area category or another, it gets flung my way. I get out my JD and my pay slip and explain that to make these balance either: 1. they delete something else from the JD (after all, this is the contractually agreed Statement Of Work); 2. They increase the pay slip; or 3. I go.
Mostly they pay, sometimes I go, but they never decrease the JD.
SUMMARY: NEVER put "Any other duties" in your job description, and encourage others to also develop meaningful JDs.
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"Any other duties" gives your employer a licence to screw you and dump the body. I advise staff that I will delete this clause from their JD as well, provided they put in the yards to make the JD accurately reflect their duties, and their boss must sign off on it. This is an enormous benefit come performance assessment time.
As a corporate services manager, if something doesn't fit neatly into one work area category or another, it gets flung my way. I get out my JD and my pay slip and explain that to make these balance either: 1. they delete something else from the JD (after all, this is the contractually agreed Statement Of Work); 2. They increase the pay slip; or 3. I go.
Mostly they pay, sometimes I go, but they never decrease the JD.
SUMMARY: NEVER put "Any other duties" in your job description, and encourage others to also develop meaningful JDs.
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CarolX
Trusted Information Resource
Susannah,
We are about to embark on the "job descriptions" section of our manual. Upper management sevely dislike the term "job description", as do I. I have yet to find in the standard where is specifically states you must have "job descriptions". More appropriately, we are defining these as "job responsibilities". Perhaps approaching this requirment in this way will be easier, and more effective for you. Good Luck!
Carol
We are about to embark on the "job descriptions" section of our manual. Upper management sevely dislike the term "job description", as do I. I have yet to find in the standard where is specifically states you must have "job descriptions". More appropriately, we are defining these as "job responsibilities". Perhaps approaching this requirment in this way will be easier, and more effective for you. Good Luck!
Carol
S
susanmh
Thanks everyone for your responses. I have been monitoring the writing of our job descriptions and I agree with those of you who recommend the phrase "and any other duties as assigned..." be eliminated. Excellent points. Thanks to all of you for your help!
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Jim Biz
Carol-the nearest wording I have found which can be "interpreted" as everyone needs a written Job Descript.....
4.1.2.1 Responsibility,authority,interrelation of all personnel who manage,preform,verify work affecting quality shall be documented.
There are "other ways" to satisfy this "shall" but we used our JD's to link system documented responsibilities to Job titles.
Suppose one could just go ahead & apply Names directly to system documentation but.. linking responsibility to Titles we don't need to go in & do a lot of doc "change-up" IF/When there are personnel promotions or reductions or responsibility changes.
p.s. the only "any other duties tie-in statement" we put on our JD's was "Follows relevant documented system procedures & work instructions.
Regards
Jim
4.1.2.1 Responsibility,authority,interrelation of all personnel who manage,preform,verify work affecting quality shall be documented.
There are "other ways" to satisfy this "shall" but we used our JD's to link system documented responsibilities to Job titles.
Suppose one could just go ahead & apply Names directly to system documentation but.. linking responsibility to Titles we don't need to go in & do a lot of doc "change-up" IF/When there are personnel promotions or reductions or responsibility changes.
p.s. the only "any other duties tie-in statement" we put on our JD's was "Follows relevant documented system procedures & work instructions.
Regards
Jim