Terry Meyer
Human Resource Management
Continuing Case, Chapter 4—The Job Description
02/04/2016

1. After a thorough job analysis, Jennifer will have the information to write a job description for the managers. Though there’s no standard format for writing a job description, it should contain sections that cover: a. Job identification: A job identification will include the job title and whether the job is exempt or nonexempt; it may also include the immediate supervisor’s title and information regarding pay scale. b. Job summary: A job summary, of course, summarizes the essence of the job and includes its major functions and activities. c. Responsibilities and duties: This is the heart of the job description and comes from the job analysis. It should present a list of the job’s major duties and their descriptions. “Essential” job duties must be identified by placing an “E” before the statement to comply with ADA. d. Authority of incumbent: This would define the employee’s decision-making authority, who their direct supervisor or manager is, and any budgetary limits. e. Standards of performance: This lists what the business expects the employee to achieve for each of their duties and responsibilities. f. Working conditions: Working conditions and physical demands that relate to the essential functions of the position should be identified. For example: working outdoors, exposure to hazardous chemicals, or working necessary overtime hours. g. Job specification: This section lists the human traits and experience required to perform the job effectively. 2. I believe it is most appropriate and practical to specify standards and procedures in the body of the job