1. 1 JOB SPECIFICATION Human Resource Management College of Public and Community Service University of Massachusetts at Boston ©2008 William Holmes

2. 2 JOB DESCRIPTIONS Summarize tasks and responsibilities Identify required knowledge, training, skills, and experience Summarize optional desirable knowledge, training, skills, and experience Indicates supervisor or position in organization

3. 3 DESCRIPTIONS MAY BE USED FOR: Advertising a position Hiring into a position Allocating tasks in a strategic plan Deciding about compensation Making performance reviews

4. 4 DESCRIPTIONS INCLUDE: 1 Job title Job tasks Special Skills required Education needed Work experience needed

5. 5 DESCRIPTIONS INCLUDE: 2 Special job requirements Possible salary and benefits Submission information Contact information

6. 6 DESCRIPTIONS AVOID: 1 Age Sex Race Religion

7. 7 DESCRIPTIONS AVOID: 2 Ethnicity National Origin Sexual Orientation Marital Status

8. 8 DESCRIPTIONS AVOID: 3 Disability/Health Dependent Care Responsibilities Unnecessary criteria

9. 9 DEVELOPING JOB DESCRIPTIONS: JOB ANALYSIS, 1 Check prior descriptions Have incumbent make notes, diary, self-describe job Interview incumbent Interview co-workers Interview supervisor

10. 10 DEVELOPING JOB DESCRIPTIONS: JOB ANALYSIS, 2 Interview clients Use job description instruments Consult Dictionary of Occupational Titles Consult Index of Standard Industrial Classification Get Reviews of Draft Descriptions

11. 11 DEVELOPING JOB DESCRIPTIONS: GUIDELINES: 1 Focus on facts List important behaviors List essential tasks Identify special skills Describe education, experience, credentials needed

12. 12 DEVELOPING JOB DESCRIPTIONS: GUIDELINES: 2 Summarize position in organization and supervisor Don’t use to change positions Don’t use to punish people Do use to treat people appropriately Do use to assign tasks appropriately

13. 13 JOB DESCRIPTIONS: LEGAL CONSTRAINTS FLSA, exempt and non-exempt employees EPA, justification for pay differentials CRA, job related requirements OSHA, warning of dangers or distasteful elements ADA, identification of essential functions

14. 14 HUMAN RESOURCE PLANNING: STRATEGIC PLANNING FOR JOBS Strategic plans identify job positions needed Plans allow comparing needs with availability Plans allow anticipating changes in needs and what is available Plans identify appropriate human resource actions for job shortages and surpluses

15. 15 HUMAN RESOURCE PLANNING: STRATEGIC ACTIONS Shortage—recruitment, upgrading, job enrichment Surplus—restricted hiring, working hours; increased retirement, contracted layoffs, rightsizing, outplacement Equilibrium—training to maintain and upgrade skills and retain workers, job enrichment