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I have a case here. This is an IT firm with different levels of a job. Eg:- Computer Operator, Sr Computer Operator and Jr Computer operator.
My boss says that we maintain only one JD for the job Computer operator- I was of the opinion that different JDs r to be maintained for different titles irrespective of the level. Please help what is the practice?
I couldnt find anything on internet too regarding this,..does someone have any link/info?
My boss says that we maintain only one JD for the job Computer operator- I was of the opinion that different JDs r to be maintained for different titles irrespective of the level. Please help what is the practice?
I couldnt find anything on internet too regarding this,..does someone have any link/info?
The senior guy leads, coaches, trains, assignes tasks and supports the employee.
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.
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.
"I was of the opinion that different JDs r to be maintained for different titles irrespective of the level." - Different JDs are to be maintained for jobs with differing job scopes and not different titles.
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.
Autumn Jane
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.
Autumn Jane
Thank you... Even I am of the same opinion... but how do I convince them? I tried to get internet links on the same where I can prove my point saying that it is not a standard to combine jds of different job levels..
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???
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???
Search through CiteHR for past posting on Job Analysis. You should be able to find quite a bit of ppt slides on this topic for your use. Autumn Jane
Thanks Autumn...one more doubt. When we write the responsibilities - what tense do we write it in? I have followed the format of To+ action. Is that fine or should I follow active verb format.
Mere designations cannot create levels.Each level shall have a well defined job profile. The difference between the levels shall be measured in terms of the contribution, each role is adding to the value of the company, the degree of accountability shouldered by each role for it's performabnce, the level of the problem solving skills expected from such role and the degree of ability to take decisions and deliver goods.After you evaluate each role in above terms, if you are satisfied that there is difference between one level and another, you can draw a structure with details of these parameters which form the basis for differentiating one level from the other and present to the management.
B.Saikumar
Hr & Labour Law advisor
Mumbai
B.Saikumar
Hr & Labour Law advisor
Mumbai
I completely agree with the viewpoints expressed here which are really hit the point. Additionally, in the process of convincing your boss about different job-descriptions, you may also want to bring this up:
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.
Regards,
Purva
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.
Regards,
Purva
Three elements must be present when writing critical accountabilities:
“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).
Autumn Jane
“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).
Autumn Jane
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Job Description - HR & Admin.doc
