On the other hand Jr.Employee completes the assigned tasks and depends on Senior for any issues.
There is huuuuuuge difference between them. Explain the same to your Boss.
I can understand that your Boss is trying to keep things simple, but small efforts now will make future easier.
27th March 2012 From India, Hyderabad
In addition to what Ramnaresh has stated, you need to understand how the 3 jobs are structured i.e. the different levels are truly due to different job scope (ideal) OR all 3 jobs are doing the same scope but have different job titles because of tenure.
If it is due to tenure, then having a single JD is acceptable but the section on job requirements e.g. academic qualifications & minimum years of relevant experience must capture a fully competent jobholder.
28th March 2012 From Singapore, Singapore
NB: Each job has 30-50% JDs overlapping....so what my manager requires is to combine those jds.. I just dont get it... the job specifications are different... so how can I combine the jd??!! How do I convince???
28th March 2012 From Kuwait, Kuwait
Hr & Labour Law advisor
28th March 2012 From India, Mumbai
We are offering different compensation levels to the computer operators - juniors and seniors (which I believe your company is doing). That means, we expect all three to make contributions to the company at levels that effectively differ from one another. This difference in the levels of expectation about their respective contribution justifies that we have distinct job descriptions for all three. Also, it is possible that one (junior) may be reporting to the other (senoir), hence it should need a mention in the job description as well.
As regards the form of sentence to be used for the job description, different companies use different criteria, and both work. You can check various reputed interent job boards and career webpages of well-known companies to get an idea; and devise description according to your company's requirements. Hope this helps.
29th March 2012 From United States, Cary
“What is done” (action), and then
“Why it is done” (end result expected)
“How often it is done” (frequency)
Example: Data entry into (action) Benefits Administration System to maintain a complete and accurate medical records (end result) on a monthly basis / 25% (frequency).
29th March 2012 From Singapore, Singapore