What are your references and standards in writing Job Descriptions?

samer

Involved - Posts
#1
Well, I'm trying those days to rewrite the Job Description documents in the organization,and there is always one question which is coming to my mind regarding the references and standards that could be used in writing those JD

Is it right that you can write yr own JD depending in yr experience and background as quality in charge ? or there is a real necessity to return to consultation groups ?

I can guess that this is HR task ,but can we quality guys do this job?
hope not to duplicate any thread

Samer
 
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Martijn

#2
Re: What is yr references and standards in writing Job Description?

I believe there are some sort of standards for sale that you can use, I believe Hay Group has big catalogues for different industries with typical jobs and job requirements including competencies. You could use these as your standard.

Regards, Martijn

PS no clue where to get them, check their website me thinks
 

Colin

Quite Involved in Discussions
#3
Not a subject I have much personal experience in but I suppose it depends on what level of job you are looking at.

A thought occurs to me that a job description could be regarded as a list of competences and that approach would tie in nicely with reviewing someone's competence to perform a given job.

I guess also that any shortfall in these competences would give us a training need and following training etc, we could 'verify the effectiveness of the action taken'.
 

harry

Super Moderator
#4
A job is a collection of tasks and responsibilities that an employee is responsible to conduct. Jobs have titles. A task is typically defined as a unit of work, that is, a set of activities needed to produce some result, e.g., vacuuming a carpet, writing a memo, sorting the mail, etc. Complex positions in the organization may include a large number of tasks, which are sometimes referred to as functions. Job descriptions are lists of the general tasks, or functions, and responsibilities of a position. Typically, they also include to whom the position reports, specifications such as the qualifications needed by the person in the job, salary range for the position, etc. Job descriptions are usually developed by conducting a job analysis, which includes examining the tasks and sequences of tasks necessary to perform the job. The analysis looks at the areas of knowledge and skills needed by the job. Note that a role is the set of responsibilities or expected results associated with a job. A job usually includes several roles.
Usually you get the immediate superior to come out with the details for such a document for those below him because he knows best what the person does, is expected to do, reporting structure etc. Bear in mind that it may vary from company/country/regions because of legal influence and practice. HR people normally have templates from sources like 'HAY'. So you just add or delete - makes life much easier. It's relatively simple in countries like mine but may get a bit tricky in 'union environments'. Most companies would have it already.

The quality people only need to add in aspects related to the requirements and practise of ISO because they are not normally found in a standard job description.

A thought occurs to me that a job description could be regarded as a list of competences and that approach would tie in nicely with reviewing someone's competence to perform a given job.
That's why almost every company have it including those not ISO certified.
 
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Coury Ferguson

Moderator here to help
Staff member
Super Moderator
#5
Well, I'm trying those days to rewrite the Job Description documents in the organization,and there is always one question which is coming to my mind regarding the references and standards that could be used in writing those JD

Is it right that you can write yr own JD depending in yr experience and background as quality in charge ? or there is a real necessity to return to consultation groups ?

I can guess that this is HR task ,but can we quality guys do this job?
hope not to duplicate any thread

Samer
Question: Which Standard are you talking about (ISO9001, TS, 14001)?

ISO9001:2000 doesn't require Job Descriptions as I see the requirements. So pretty much it is up to your organization.

However, here is some basic requirements that you may want to address:

1. Job Title

2. Break down the actual time spent doing certain tasks. For example: Mechanical Inspection= 45%, Paperwork= 25% and so forth.

3. Optional: Pay Scale

4. Experience required

5. Educational Requirements

6. Reports to

7. Supervises X number

8. And the catch all phrase: Other duties as assigned

These are just some of the requirements for Job descriptions and is in my opinion.
 

Ajit Basrur

Staff member
Admin
#7
Well, I'm trying those days to rewrite the Job Description documents in the organization,and there is always one question which is coming to my mind regarding the references and standards that could be used in writing those JD

Is it right that you can write yr own JD depending in yr experience and background as quality in charge ? or there is a real necessity to return to consultation groups ?

I can guess that this is HR task ,but can we quality guys do this job?
hope not to duplicate any thread

Samer
In fact, my boss assigned the task of writing my JD to me. ;)
 

samer

Involved - Posts
#9
I have moved this thread to this forum, for better responses.
Thanks everyone for the feedback , and thank you Coury , but I established a Poll here , and I thought that it will give me some feedback that I really need ! .

regrding this issue of JD ,I prepared JD for some companies depending on what i have learned from others , wondering if that is enough and again Im asking for those standards, how to get them ?is there something free online

at ll thanks again
samer
 

ScottK

Not out of the crisis
Staff member
Super Moderator
#10
There are many many many ways to write JDs.
I've used a different format at every company I worked for. It's really been up to HR as I've always considered HR the process owner for Job description creation.

at any rate - I attached the format I am currently using.
We're debating the "Employee Status" box right now and I think we'll remove it as it has no bearing on the QMS - it's a payroll concern.
 

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