Crafting the Job Descriptions

by Ms. Marijo Caronongan

A job description (JD) contains the primary responsibilities of a position and the essential tasks to perform them.  The required competencies, such as, knowledge, skills, training and education, and related work experience are also stated in the JD.

JD is a useful tool in the following Human Resource functions:

1. Recruitment -  as an applicant screening tool, the JD provides a basis with which to compare the credentials of a candidate.
2. Job Evaluation (JE) – JD is a key element of the JE.  A manager compares actual work performance vs the duties and responsibilities contained in the JD to determine if an employee is meeting job expectations.  The comparison affects decisions regarding the employee’s job grade,  salary, promotions, and future responsibilities.
3. Employee Discipline - JD provides an indication of what an employee is doing right and what he or she has to do to improve his or her performance.  As a result, it serves as a basis for disciplining an employee.
4. Employee’s Development Plan - the competencies required by the position is contained in the JD.  The JD can be the basis in assessing if the employee has the required knowledge and skills to do the job.  If a gap exist, then this can be addressed by crafting the development plan of the employee.

Scope of work

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Key Deliverables                                      Consultant's Agenda
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Writing of Job Descriptions                       Interview/meeting with manager to gather data needed to develop JD of each position under 
                                                                     his or her supervision
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1st Draft of the Job Descriptions              1st draft of the JDs is submitted to the manager for his or her review;  manager’s comments,
                                                                      if any, are incorporated in the JDs
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2nd Draft of the Job Descriptions            2nd and last draft of the JDs is submitted to the manager for his or her approval. 

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Period of Engagement

Depending on the number of HR policies to be crafted, the engagement will take 1 to 3 months to complete.