Employee Job Descriptions

Type: 
Procedure
Category: 
Human Resources
Department: 
Human Resources
Phone: 
(541) 463-5313
Primary Contact: 
Dennis Carr
Contact Email: 
Responsible Executive Authority: 
Chief Human Resources Officer
Purpose: 

This procedure describes the steps a manager should use when reviewing current job description with employee. The department administrator is responsible for insuring that job descriptions are written and maintained for all budgeted classified, faculty and management positions within the department. The job description should be reviewed with the employee in the position on a regular basis.

Narrative: 

The department administrator is responsible for insuring that job descriptions are written and maintained for all budgeted classified, faculty and management positions within the department.  The job description should be reviewed with the employee in the position on a regular basis.

The job description should include, at a minimum, the following components:

  1. Job title.  This may be different from the classification title (see Employee Class Descriptions).
  2. General description/purpose: * A thumbnail sketch of the position describing the kind of supervision received, main responsibilities of the position and a description of anything unusual about the work schedule or terms of employment for the position.
  3. Description of duties and tasks:  A listing of essential and non-essential tasks (see Disabilities: Accommodating Employees).
  4. Required knowledge, skills and abilities: * A summary of knowledges, skills and abilities that are necessary to perform the duties and tasks, especially those described as "essential."
  5. Qualifications: A description of the amount and type of experience and/or educational background required to perform the position's responsibilities.

If the position is a classified position, the department administrator is expected to use the job description to identify any site- or employee-specific differences between the classification description and the duties of the particular position being described. Differences might include specific equipment operated and specific licenses or certifications required.  The job description should not, however, be in conflict with the classification description.  If the job description and classification description are in conflict, the supervisor is responsible for initiating a classification review to resolve the discrepancies.

*  Supervisors are advised to focus on the purpose and results of the function, rather than on the way in which the function is currently being performed or the physical abilities required to perform the job.  There may be alternative ways to accomplish the task with or without accommodation (see Disabilities: Accommodating Employees).

Date Adopted: 
Saturday, May 1, 1999
Date Last Reviewed: 
Sunday, September 1, 2002