How to Update or Write Job Descriptions
Job descriptions should be up-to-date and accurate to assist in the
PRD process. The supervisor and/or employee may choose to update
the job description and include the information as part of the Expectation-Setting
process in PRD.
The University of Maryland, University Human Resources does NOT
update and maintain job descriptions, nor keep current job descriptions
on file. The Classification and Compensation section of University Human Resources is responsible for assigning jobs to the appropriate job title
and classification. Individual job descriptions are maintained and
updated at the departmental level.
What do job descriptions typically describe?
Tasks, duties, responsibilities, knowledge, skills,
and abilities required to do the job
An accurate job description helps in:
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Recruitment, orientation, selection, and training objectives.
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An updated description will serve as a good starting point for the development
of performance expectations.
Identify the Key Skill Areas for the Job:
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Organizing |
Administrating |
Scheduling |
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Planning |
Coordinating |
Repairing |
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Managing |
Directing |
Servicing |
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Supervising |
Communicating |
Handling |
|
Marketing |
Implementing |
Maintaining |
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Evaluating |
Processing |
Diagnosing |
|
Researching |
Advising |
Controlling |
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Training |
Assisting |
Designing |
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Initiating |
Problem-Solving |
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Then assign descriptors (behavioral objectives) to that
skill
For example:
* Supervising student workers to ensure coverage within the office.
* Maintaining the student database to ensure it is current and accurate.
* Assist faculty advisors with semester coordination and information
dissemination.
Participation is the key to developing good job descriptions!
Step 1: Identify the stakeholder(s) - employees in the position
Step 2: Include the employee in the process. If there is more
than one employee, form a "slice-group," a cross section of employees
Step 3: Identify your vision for the position
Step 4: Interview for data
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relevant skill areas
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behavioral statements (gather relevant anecdotal information)
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training requirements
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purpose of position
Step 5: Draft the job description
Step 6: Validate the job description with employees
Step 7: Correct and Implement
Behavioral Objectives
Three important dimensions to writing good behavioral objectives: Behavior
+ Standard + Condition
The Behavior
observable and measurable actions
The Standard
quantity, quality or time parameters
The Condition
the parameters which the behaviors must be performed in
In writing descriptions, do not concentrate only on
the WHAT, but the WHY!
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