Guide for Completing the Position Description Form (PDF)

(January 2002)

Position classification is used for sound practices in selection, promotion and transfer of employees, as well as for equitable pay standards. Therefore detailed and exact information about the duties and responsibilities of each position is necessary. the description of the job should not be copied from a class specification or from someone else's work statement - It should be in the employee's/supervisor's own words.

PLEASE EXPLAIN IN ITEMS #20 & 21 ON THE POSITION DESCRIPTION FORM

Difficulty and Complexity of Work

Does the information you have provided convey:

• the number, nature and variety of processes or procedures in your job?
  
• the frequency of their occurrence/percentage of time spent in performing each major function?
  
• the status of work when received (has it been reduced to routing by what has already been done by other employees)?
  
• guidelines, procedures or regulations which must be interpreted by you in performing the assigned duties?
  
• the type of problems which are handled by you vs. problems referred to other staff?
  
• what original thought, what decisions and what application of rules or regulations are required on your part?

Responsibility for Contact With Others

Does the information you have provided convey:

• the nature and purpose of contacts you have with other employees in the same work unit?
  
• the nature and purpose of your contacts with employees in other units or departments of the agency?
  
• the nature and purpose of your contacts with employees in other state agencies, federal agencies, private sector organizations, or with other individuals?
  
• the type of information secured, relayed or exchanged, and whether the contact relates to verbal communications and/or written correspondence composed by yourself?

Nature of Supervision Received

Does the information you have provided convey:

• how work is assigned to you?
  
• whether tasks are specified in detail, or do you receive only general instructions?
  
• what controls are exercised over work in process (instructions, guidelines, spot-checks of work, etc.)?
  
• whether work is reviewed upon completion?

Responsibility For The Work Of Others

Does the information you have provided convey:

• the number of employees you supervise, including their name(s) and class titles?
  
• the nature of the assigned supervisory responsibility? Is it line, functional or lead worker?
  
• the percentage of time spent in supervising other employees? (i.e. assigning work, evaluating performance, conducting on-the-job training, etc.)?
  
• whether you are responsible for performance planning and appraisal?