Darlene Mack from HR Partners International presented for our Webinar Series on How To Define Essential Functions in a Job Description. If you are having trouble writing job descriptions look no further than this presentation.
#HR #ESSENTIALFUNCTIONS How to Define the Essential Functions of any Position hr profile 2014
1. July 2014 -
Webinar with HR Profile
HR Partners International, Inc.
www.HRPIInc.com
all rights reserved 1
2. Job Analysis
Focuses on the delineation of job duties and responsibilities, essential
knowledge, skills and abilities (ksa’s)
Job Evaluation (NOT a Performance Evaluation)
Systematic determination of the relative worth and value of jobs within an
organization. Established a hierarchy of jobs within an organization.
Follows from a formal Job Analysis
July 2014 -
Webinar with HR Profile
HR Partners International, Inc.
www.HRPIInc.com
all rights reserved 2
3. Job Analysis
Systematic study of a job to determine:
what activities and responsibilities it includes
its relative importance in comparison with other jobs
the personal qualifications necessary for performance of the job &
the conditions under which the work is performed
NOT the person doing the job
Starts with a Job Analysis Questionnaire and Data Gathering – end product is
a Job Description, inclusive of clearly defined Job Specifications (both
required and preferred)
Recommended to review as part of Performance Evaluations; never more than
a year between analyses. Critical to keep current.
July 2014 -
Webinar with HR Profile
HR Partners International, Inc.
www.HRPIInc.com
all rights reserved 3
4. Job Analysis – Critical Uses
Establishes similarities and differences in relation
to the content of jobs
Helps establish the internal equity and relative
worth of like jobs
Clearly measures Essential Functions and duties
of each “Job”
July 2014 -
Webinar with HR Profile
HR Partners International, Inc.
www.HRPIInc.com
all rights reserved 4
5. “Essential Function”– the main purpose of the
position that must be fulfilled; cannot be fulfilled on a regular
basis by another incumbent/position
Has become a legal term, but undefined
Why is defining EF’s so critical?
HR Workforce Planning
Performance Management
Recruiting and Selection
Career and Advancement Planning
Training and Development
Compensation Administration
Health, Safety, and Security
Reasonable Accommodation (ADA)
Determining exempt vs. non-exempt (FLSA)
July 2014 -
Webinar with HR Profile
HR Partners International, Inc.
www.HRPIInc.com
all rights reserved 5
6. Data Collection
KSAs – Knowledge, Skills, and Abilities
MINIMAL levels required
COMPLETE listing
Supervision given and received
Work activities and behaviors
Interactions with others (internal and external)
Performance Standards
Financial budgeting and impact
Working conditions
Machines and equipment used
July 2014 -
Webinar with HR Profile
HR Partners International, Inc.
www.HRPIInc.com
all rights reserved 6
7. Job Analysis/Data Gathering Methods
Open Ended Questionnaire
Filled out by incumbent and their manager
Good choice as input is solicited directly from those who do the work
Highly Structured Questionnaire
Allows only specific responses
Fairly objective approach, which enables analysis to be performed using a
computer
Interview
Face-to-face from incumbent
Uses predetermined questions, new ones added based on incumbent responses
Observation
Record observations and later translating them
Realistic view of daily tasks and activities
Work Diary or Log
Maintained by employee
Includes estimates of frequency and timing of tasks
July 2014 -
Webinar with HR Profile
HR Partners International, Inc.
www.HRPIInc.com
all rights reserved 7
8. Job Analysis provides the data for Job Descriptions complete with
defined Essential Functions & BFOQs (Bona Fide Occupational
Qualification)
Specifications/Sections
Identification
Title
Job Code (if used)
Reporting Relationships
Department
Location
Date
Incumbent
Location
Exempt/nonexempt status
July 2014 -
Webinar with HR Profile
HR Partners International, Inc.
www.HRPIInc.com
all rights reserved 8
9. Specifications/Sections (con’t)
Job Summary – descriptive Summary, a concise statement of the
general duties and responsibilities that make the job unique
Duties and Responsibilities - essential duties and responsibilities of
the position. Clear, declarative, behavioral descriptions, in priority
order. Always include “and other duties as assigned”
Job Specifications – essential skills and experience, as well as the
preferred qualifications. Should provide all knowledge necessary to
determine any accommodations which might/might not be possible
under the ADA
KSAs
Education and experience
Physical demands and work environment
Disclaimer and Approvals/Signatures
July 2014 -
Webinar with HR Profile
HR Partners International, Inc.
www.HRPIInc.com
all rights reserved 9
10. Darlene R. Mack, MA,CMP, SPHR
CEO & Managing Partner
HR Partners International, Inc.
darlene@HRPIInc.com
www.HRPIInc.com
513.456.1030
July 2014 -
Webinar with HR Profile
HR Partners International, Inc.
www.HRPIInc.com
all rights reserved 10