3. Working Environment
This section of a job description is used to provide a contextual reference. This component should describe the general working conditions one can expect to endure such as immediate working environment, surrounding equipment and tools, anticipated involvement with coworkers and management, potential stressors and dangers, internal competition levels, expected schedule, physical and mental demands, and level of responsibility.
4. Work Activities
This piece of a job description details the specific tasks and activities in which the worker is involved. Since this list can be quite long, tasks are often organized into meaningful chunks of similar activities. The categories can be based on intellectual differences (manual and intellectual tasks), technological differences (tasks requiring similar equipment and tools), divisional differences (tasks performed in, or for, different areas or departments), or another logical system specifically related to the position.
5. Performance Expectations
This section details expectations of performance relative to departmental and organizational standards of productivity. Performance expectations can be organized according to the type of work activities, as defined in section four above, or they can be listed according to their level of importance.
6. Compensation and Benefits
This section of a job description is merely for legal purposes. It lists the method, frequency, and amount of compensation as well as any potential variable compensation components. If the compensation amount is based on experience, it is critical that the description define what elements are evaluated when determining pay grades and positioning within the range. The final information specifies whether the position is exempt or non-exempt and if the individual holding the position is eligible for benefits.
7. Job Competencies
The final segment is arguably the most important component of a job description. The job competencies section, often referred to as KSAO’s, describe the knowledge, skills, abilities, and other characteristics necessary to be successful in the job. This part is used by prospective candidates to determine if one has the necessary experience and education to qualify for the position, and it is also used by hiring managers to weigh candidates’ levels of competence in relation to other applicants.