Supervisors Are Encouraged to Reference the Job Description Development Tool and Job

Supervisors are encouraged to reference the Job Description Development Tool and Job Description Compendium located on the HR Division’s website - . If you need assistance with developing a job description, please reach out to your HR Consultant.

Job Purpose

Describe in 1 to 3 sentences the primary purpose of the job (i.e., why the job exists), the general nature of the work, and where the job fits within the organization (i.e., what S/C/D). NOTE: Non-Essential functions should be listed in the appropriate section below.

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Essential Functions (Begin with most important at top)

Essential functions are the primary duties/major job responsibilities that an employee must be able to perform, with or without reasonable accommodation. Provide 6 to 8 essential job functions or responsibilities that are performed as part of the position. Begin statement with an action verb. Be succinct.

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Non-Essential Functions

Non-essential functions are a marginal or a minimal part of the job.

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WORK CONTEXT

This grid characterizes the position scope.

MINIMUM QUALIFICATIONS

Education Choose an item.

Add a paragraph that states in short sentences: the type of degree; the area of study or major, any required certification and any requires technical knowledge. You may add preferred educational qualifications.

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Experience Choose an item.

Add a paragraph that states in short sentences: the minimum years of specific experience; prior job title or occupational experience and prior specific functional responsibilities. You may add preferred experience.

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Knowledge, Skills and Abilities

Knowledge, Skills, and Abilities (KSA’s) are requirements an employee must possess to successfully perform the duties of a specific classification. Minimum qualifications and KSA’s must be consistent with each other. KSA’s must link to the tasks performed. Use CAPTIONS (e.g., ANALYTICAL SKILLS) and phrases like, “Ability to…”, “Knowledge of…”, “Skilled in…,” etc.

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FLSA Checklist

To be considered exempt from overtime, an employee must generally be paid on a salary basis and his/her job duties must meet the Department of Labor’s standards for one of the six exemption categories listed below.

Please provide a response to all statements listed under each exemption category. This checklist is used to guide decision making relative to the proper exempt or non-exempt classification of workers. This checklist is required to be completed at the same time the job description is developed.

Executive Employee

1. Is the employee’s primary duty managing the enterprise or a department or subdivision of the enterprise?

1. Does the employee customarily direct the work of two or more other employees or their equivalent?

1. Does the employee have the authority to hire or fire, and do his/her recommendations carry significant weight if unauthorized to make the final decision?

1. Is the employee paid the equivalent of at least $455 per week ($913 per week beginning 12/1/2016) on a salary basis?

Administrative Employee

1. Is the employee’s primary duty performing office or non-manual work directly related to the management or general business operations of the employer or the employer’s customers?

1. Does the employee exercise discretion and independent judgment with respect to matters of significance? That is, does he/she evaluate and compare possible courses of action and then make a decision or recommendation after considering the various possibilities?

1. Is the employee paid the equivalent of at least $455 per week ($913 per week beginning 12/1/2016) on a salary basis?

Learned Professional Employee

1. Is the employee’s primary duty to perform work requiring knowledge of an advanced type in a field of science or learning customarily acquired by a prolonged course of specialized intellectual instruction?

1. Is the advanced knowledge obtained by completing an academic course of study resulting in a four-year college degree or leading to certification?

1. Is the employee paid the equivalent of at least $455 per week ($913 per week beginning 12/1/2016) on a salary basis?

Creative Professional Employee

1. Is the employee’s primary duty to perform work requiring invention, originality or talent in a recognized field of artistic endeavor such asmusic, writing, acting and the graphic arts?

1. Does the work require more than intelligence, diligence and accuracy

1. Is the employee paid the equivalent of at least $455 per week ($913 per week beginning 12/1/2016) on a salary basis?

Computer Professional

1. Is the employee paid at least $455 per week on a salary or fee basis or, if paid hourly, at a rate of not less than $27.63 per hour?

1. Is the employee’s primary duty:

Outside Sales Employee

1. Is the worker’s primary duty making outside sales?

1. Does he/she regularly work away from the company’s place of business?

1. Does the worker sell tangible or intangible items, such as goods, insurance, stocks, bonds or real estate, or obtain orders or contracts for services or the use of facilities?

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Date:Click here to enter a date.

Supervisor’s Signature:

Glossary of Key Definitions

Primary Duty

• “Primary duty” means the principal, main, major or most important duty that the employee performs.
• Determination of an employee’s primary duty must be based on all the facts in a particular case, with the major emphasis on the character of the employee’s job as a whole.

Discretion and Independent Judgment

• In general, the exercise of discretion and independent judgment involves the comparison and the evaluation of possible courses of conduct and acting or making a decision after the various possibilities have been considered.
• The term must be applied in the light of all the facts involved in the employee’s particular employment situation, and implies that the employee has authority to make an independent choice, free from immediate direction or supervision.
• Factors to consider include, but are not limited to whether the employee:
• Has authority to formulate, affect, interpret, or implement management policies or operating practices;
• Carries out major assignments in conducting the operations of the business;
• Performs work that affects business operations to a substantial degree;
• Has authority to commit the employer in matters that have significant financial impact;
• Has authority to waive or deviate from established policies and procedures without prior approval, and other factors set forth in the regulation.
• The fact that an employee’s decisions are revised or reversed after review does not mean that the employee is not exercising discretion and independent judgment. The exercise of discretion and independent judgment must be more than the use of skill in applying well-established techniques, procedures or specific standards described in manuals or other sources.

Matters of Significance

• The term “matters of significance” refers to the level of importance or consequence of the work performed. An employee does not exercise discretion and independent judgment with respect to matters of significance merely because the employer will experience financial losses if the employee fails to perform the job properly.
• Similarly, an employee who operates very expensive equipment does not exercise discretion and independent judgment with respect to matters of significance merely because improper performance of the employee’s duties may cause serious financial loss to the employer.

Customarily Acquired by a Prolonged Course of Specialized Intellectual Instruction

• The learned professional exemption is restricted to professions where specialized academic training is a standard prerequisite for entrance into the profession.
• The best evidence of meeting this requirement is having the appropriate academic degree.

Computer Employee Exemption

• The computer employee exemption does not include employees engaged in the manufacture or repair of computer hardware and related equipment.