Key Components for an Effective Job Description

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Job Purpose: This is a one sentence description of the overall purpose/mission of the job. It
provides the rationale for why the job exists and how it contributes to the agency. If well done, it
can reinforce for employees the critical role the position plays in the organizations success.
Goals and Objectives: These should be somewhat broad and general, but also indicate what
incumbents should be accomplishing. This section provides !ey criteria for setting performance
objectives and may include several bullet points.
Reporting Relationsips: Includes the title of the position to which the incumbent reports, and
also includes the titles of jobs reporting to it.
Duties and Responsibilities: "ists the duties and responsibilities of the position written as
simply, yet completely, as possible. #sually, agencies include the caveat that the list of duties is
not meant to be exhaustive, to minimize challenges from employees who resist performing
duties that are not listed.
Key !ecnical "#ills and Kno$ledge: "ists the important technical and professional s!ills and
!nowledge re$uired to do the job well. This list may be an important source of information for
the selection process and the professional development process.
Key "uccess %actors& %lthough somewhat related to &uties and 'esponsibilities and (ey
Technical )!ills and (nowledge, these are the few !ey factors that relate to success on the job.
They are the brief descriptions of the !ey behaviors and abilities that are critical to achieving the
positions mission and goals.
Performance 'easures: "ists the measures by which the position incumbents are held
accountable, and are indicators of how well the job is being performed. In very general terms,
these are how the goals and objectives of the position can be measured.
Competency 'odel: Includes the competencies identified for the position that differentiate
superior performance. *+ou can incorporate these into the position description once youve
determined what these are.,
Job %it: The factors within the job that certain employees may find particularly satisfying or
dissatisfying. These might include things li!e heavy volume of paperwor!, travel into dangerous
neighborhoods, and opportunity to wor! with all !inds of people.
Career Pat$ays: The classifications that might be next career opportunities for employees in
this classification.
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%dapted from -well, .ichael. /000. Creating a Culture of Competence. 1ew +or!: 2ohn 3iley 4 )ons,
Inc.
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"ample Position Description !emplate
Effective Date:
Job !itle:
Job Classification:
"alary:
Job Purpose: 6ne7sentence description of the overall purpose/mission of the job8 the rationale for
why the job exists and how it contributes to the agency.

Goals and Objectives: These should be somewhat broad and general, but also indicate what
incumbents should be accomplishing. This section provides !ey criteria for setting performance
objectives and may include several bullet points.

Reporting Relationsips: Include the title of the position to which the incumbent reports, and also
the titles of jobs reporting to it.
Title of position to whom this job reports: These positions report to this job:
/
Duties and Responsibilities: "ist the duties and responsibilities of the position as simply, yet
completely, as possible.

Key !ecnical "#ills and Kno$ledge: "ist the important technical and professional s!ills and
!nowledge re$uired to do the job well.

Key "uccess %actors: "ist the few !ey factors that relate to success on the job in the format of
brief descriptions of the !ey behaviors and abilities that are critical to achieving the positions
mission and goals.

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Performance 'easures: "ist the measures by which the position incumbents are held
accountable. These are indicators of how well the job is being performed.

Competency 'odel: Include the competencies identified for the position that differentiate
superior performance.

Job %it: The factors within the job that certain employees may find particularly satisfying or
dissatisfying. :xamples include heavy volume of paperwor!, travel into dangerous
neighborhoods, opportunities to wor! with all !inds of people.

Career Pat$ays: Identify the classification/s that might be next career opportunities for
employees in this classification.

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