Job Descriptions

Job Descriptions play a key role in organizational success...

 

Job Classification Management Image _ Text follows

Job Classification Management is:

  • Labor Relations: Maintaining interest-based relations in addressing labor issues
  • Compliance: Complying with FLSA, ADA, Equal Pay Regulations, and Industry-Specific Regulations
  • Compensation: Benchmarking and evaluating jobs to ensure fair pay
  • Salary Plans: Developing equitable salary components and structures
  • Strategic Goals: Aligning with the District’s Envision 2030 Strategic Plan
  • Career Path: Creating and enforcing career taxonomy
  • Succession Planning: Identifying skills needed for various capacity-building scenarios
  • Stakeholder Engagement: Publishing salary schedules > Career Ladder > Mobility Plans
  • Recruitment: Utilizing job attributes, qualifications, and interview questions to steer talent acquisition
  • Retention: Providing consistent/competitive/meaningful rewards
  • Professional Development: Leveraging Knowledge, Skills, and Abilities to enable effective learning
  • Performance Evaluation: Setting parameters for annual performance reviews

Job Descriptions in General:

  • Outline the requirements and expectations for a job.
  • Provide information for the employee and his manager in terms of what tasks, duties, functions, and responsibilities are assigned.
  • Allow hiring managers and HR professionals to determine a fit between applicants and the job.
  • Aid recruiters in conducting pre-screening of applicants and in the creation of communication materials used to promote open positions.
  • Once an applicant is hired, job descriptions can provide the basis for training about the specifics of the job.
  • Managers can assess the knowledge, skills, and abilities the candidate brings to the job, identify areas where additional training may be needed, and develop a plan to close the gaps for the job holder.
  • Job descriptions aid in developing career paths and succession planning within an organization that support strategic goals.
  • Aid in comparing the duties of an employer's positions to similar positions with other employers to establish pay equity.
  • Help in determining whether an employee is performing his job to the employer's expectations.

 

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