How Is a Job Description Document Derived?

How is a job description document derived?

Performing a job analysis is the integral foundation in deriving a job description. A job analysis is a process used to develop and thoroughly understand the attributes required for a position and includes standard criteria, such as, duties and responsibilities of the job, the qualifications necessary to carry out the job as well as, the working environment. (Dobbins & Ehmke, 2005).

According to Shukla, (2011) there are six steps in the job analysis process:

1. Determine the purpose of job analysis

2. Review the organizational chart

3. Select representative jobs for analysis

4. Analyze jobs using data collection methods

5. Check information for accuracy

6. Write job description

(Shukla, 2011)

Once the job analysis is complete, the job description is developed by the operating/hiring managers and sent to the human resource department for final approval (White & Griffith, 2011).

How does it impact a healthcare organization?

Job descriptions are descriptive statements outlining the duties, responsibilities, knowledge skills and abilities required to accomplish organizational needs. They set clear expectations in the hiring and evaluation of employees thereby allowing managers to maintain set standards by which facilitates the alignment of employee functions with the organization's mission, goals, direction and vision. By establishing clear expectations, the organization enables its employees to perform jobs to their greatest potential, thus, lending to employee, departmental and customer satisfaction. In effect, this ripple effect resonates as confidence, adeptness and expertise throughout the organization which ultimately cultivates organizational success (Heathfield, n.d.)

"Other duties as assigned"

Ideally, a manager has hired a motivated employee that is eager to take on more tasks than those which are detailed in their job description. In reality, not all employees are as eager or willing to go above and beyond and sometimes even refuse to do more than what is stated in their job descriptions. The latter can cause unneeded disruption in work flow, particularly when unavoidable situations arise that may require additional staff support. As stated by Wolfe, (n.d.) including "and other duties as assigned" to job descriptions allows the employer to add new tasks as necessary, thus, protecting the organization and getting the job accomplished. Wolfe further explains that it is helpful to be as clear as possible when adding "other duties as assigned".