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First Published :Tue Nov 25 22:10:42 GMT 2014
Last Modified :Thu Mar 08 18:42:48 GMT 2018
Last Published :Thu Mar 08 18:42:48 GMT 2018
Reference for all employees who have inquiries about job descriptions
Audience: Employees, Managers, Supervisors
Job Descriptions document the major responsibilities and required competencies for a job. They are used for posting an open position. Job descriptions are updated for existing roles when there are major changes in responsibilities or requirements. Job Descriptions provide a foundation for training new employees and evaluating performance of current employees Performance Planning.
At Tufts, the job description is used for a variety of purposes:
- Job descriptions are used to communicate information about the job to the candidate during the recruitment process. A job description is required for every vacant staff position.
- The Job Content Questionnaire is used by compensation staff to price vacant positions or to evaluate responsibilities and recommend pay changes for current employees.
- Managers use the job description (along with the annual performance plan) to review job performance and set goals under the Performance Development program.
Managers may contact their HR Business Partner when creating a new job to get advice concerning the process. When updating a current job description, the manager is responsible for ensuring that the final content is complete. Incumbents may provide input into the job description; however, the design of the job is the manager’s responsibility. Often is it useful to use the job content questionnaire when a new job description needs to be created.
Your HR Business Partners are available to provide advice and guidance during the process.
Standard template job descriptions are available for certain administrative, research and program or project positions and may be obtained from your HR Business Partner.
Contact your HR Business Partner if you have additional questions about job descriptions.
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