Writing IT
Job Description |
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The 3 Step Process
Step 1:
Collect
all pertinent information (see job
position description content checklist
below) about the important functions & requirements of
the position, and review this information with those who
will be involved with approving the final candidate selection.
Step 2:
Continue having
everyone review the data, modifying the job description as
necessary, until there is a consensus.
Step 3:
Organize the
content into a template or usable format. Generally content
is arranged into four sections: the first describes the
goals and responsibilities of the position, the second lists
required technical skills, the third part lists the "nice to
have" skills, and the fourth lists other items including,
educational requirements, rate or salary details, a brief
description of a bonus (if any), and a brief description of
the reporting or supervisory structure.
Job Position
Description Content Checklist
A position job description should include as much of the following
as possible, in concise detail:
1) What is the goal or purpose of
this position?
Determining the Goal or Purpose of the position is key
prerequisite to creating the job description, although it
may be stated in broad terms.
2) What are the essential functions
of the position required to reach
that goal?
These should be the most basic functions of the position
required to accomplish the tasks or functions that are
fundamental to this IT executive or managerial position.
They should be functions that are critical. If you removed
one or more of these functions, would it fundamentally
change the position?
Who else could perform these functions?
How often must these functions be performed?
Have you considered that there may be different ways these
functions could be accomplished? Not everyone
does things the same way.
Consider also, that especially in regards to executive and
managerial positions, someone new may bring creative new
ideas and ways of doing things that could change business functions in exciting
and profound new
ways.
3) What minimal qualifications
would be required to perform the essential
functions?
Abilities, Skills and Technologies
Knowledge and Experience
4) Are there other important
abilities, skills, or technologies that would enhance or affect the achievement of
the goal?
“Nice-to-have” abilities, experience, skills or
technologies, that could make a difference in
the person's ability to accomplish his role's tasks and goals, but if
missing, will not automatically disqualify a candidate.
5) Are there any special
considerations?
Some special considerations that will affect the
desirability of a position include: location,
relocation, stress, work load, responsibility, required
travel
Consider the level of
independence and responsibility for the position:
Is the position highly supervised or will the new person
operate independently or work with or under others?
How much of a learning curve can be tolerated?
• Other considerations
include drug testing, background and security checks, and issues
related to company policies, etc.
6) Salary and Inducements: Consider
the Total Package
What salary range,
bonuses, and benefits and perks are being offered?
There is always a fluid market-based salary range for
someone with specific qualifications, knowledge, experience,
abilities, and skills or technologies. Are you able to meet or beat the market-based
salary range and benefits for the type of position you have
profiled?
Can you offer special benefits
like tuition reimbursement?
Can you make up perks/benefits that the person may be
losing in leaving their previous employer? |
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