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Question: update hi could you please write a four paragraph reflection...

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Update:

Hi! Could you please write a four paragraph reflection of the below. The reflection can just be your opinion or what you think of the below; a "take away" if you will. All I need is just a professional opinion. The opinion of a person, like yourself, who is knowledgeable in the business realm. Specific job criteria is a good start, but if I could get more detail from you, in about four paragraphs of any other takeaways or opinions you have then that would be extremely helpful. Thank you so much and I'll be sure to give you a big thumbs up on this one!

Original Post:

Hello! Could you please write your own four paragraph (5-6 sentences per paragraph) take away or reflection of the below information? Please complete in 24 hours if possible. Thank you!

Guidelines for Completing the Job Description Form:

1. General Information:
Provide general, organizational information about the position, including
department, proposed working title, job family, zone, job category, FLSA
exemption, etc.

NOTE: Only those individuals identified as Hiring Managers in this information area will receive an electronic notice of classification approval.

2. Job Summary:
Summarize the basic functions and responsibilities. Applicants will see this
summary as the Description of Work on a Job Posting. It may be easier to write the
summary after completing the other sections of the job description.

3. Salary Considerations
When preparing the job description the hiring manager should indicate salary
action requested - hiring range for new/vacant position, salary increase for
reclassification, or no change in salary for an update of description. Hiring
managers should indicate the desired hiring rate/range, or the desired salary for an
employee. Include rationale, when appropriate. Department Heads/Chairs and
Dean/Directors may indicate their concurrence on the form. Consultation with HR
is encouraged when setting a hiring rate/range or increase. Advance consultation
with HR is required if the classification of the position will result in a decrease in
salary.

4. Duties and Responsibilities:
In order of importance, describe the principle responsibilities. Include the
percentage of time devoted to each responsibility. The total percentage must equal
100 percent. The described duties must correlate with the other sections of the
description, i.e., Job Summary, Salary, Zone Definition Factors, Minimum
Qualification Requirements and Physical Requirements.
- Write in a consistent format.
- Use clear and concise language.
- Use present tense, action verbs to begin each item.
- Avoid gender-based language.
- Avoid unnecessary words.
Example: “Transports inter-office mail to locations throughout facility.”

To meet the legal requirements of ADA, identify essential functions of the job. ADA
defines essential functions as:

a. the reason the job exists,
b. a limited number of employees available to distribute work, or
c. functions are highly specialized and require expertise.

As a general guideline, any single duty/task that occupies 20 percent or more of the
incumbent's time is considered essential. Place an asterisk “*” next to all duties
considered to be essential.

5. Zone Definition Factors:
The information provided in these factors is used to determine zone placement.
Provide information not contained in either Duties and Responsibilities or
Qualification Requirements. Factor descriptions for each zone are described in the
Zone Placement Matrix and defined in Zone
Assignment Matrix Factor Definitions

The completion of this section as it relates to a specific job will enable the
organizational unit leadership to match the job to a zone in the appropriate job
family. The five zone definition factors are:

Knowledge, Skills and Abilities (KSAs)
1. Factors to Consider
KSAs are those special qualifications and personal attributes that are needed to
be successful in a particular job. Describe here the level that an experienced,
proficient job holder would have. Knowledge refers to an organized body of
information usually of a factual or procedural nature. Skills refer to the
proficient manual, verbal or mental manipulation of data or things. Abilities
refer to the power to perform an observable activity.
2. Example Descriptions
- Knowledge of project organization management and control.
- Knowledge of the hazards of working on or near energized lines and
equipment and of necessary safety precautions.
- Skill in analyzing information, problems, situations, practices or
procedures.
- Skill in organizing material, information, people in a systematic way to
optimize efficiency and minimize duplication of effort.

- Ability to analyze problems quickly and accurately and adopt effective
courses of action.
- Ability to prepare budgets and cost estimates.
- Ability to review or check the work products of others to ensure
conformance to standards.

Problem-Solving/Decision-Making
Indicate to what degree this job will exercise these skills.
1. Factors to Consider
- How much authoritative advice will be given?
- What level of analysis or information gathering will be needed?
- How much freedom will the incumbent have?
2. Example Descriptions
- Makes decisions or judgments covering routine situations, within
established guidelines. If problem is beyond this scope, seeks advice or
resolution from manager / supervisor.
- Many problem-solving situations will require independent analysis of
relevant information from multiple sources.
- Analyzes job responsibilities, recommends and implements approved
changes.

Interactions:
Describe the frequency and nature / purpose of contact with other people.
1. Factors to Consider
How much and what kind of contact will the incumbent have with co-workers,
University employees outside the unit, people outside the University,
customers?
2. Example Descriptions
- Daily interaction with co-workers to gather or provide information needed
to accomplish tasks.
- Daily interaction with other University units to exchange information and
schedule meetings.

- Occasional interaction with individuals at peer institutions of higher
education to gather or provide information.
- Daily interaction with customers who order products or services, in order
to provide information such as pricing, availability and shipping
alternatives.

Nature of Supervision
Identify how much supervision the job will both give and receive. Indicate whether
supervision will be given over regular staff, temporary staff/student or none at all.
Indicate whether supervision received by this job will be close, moderate or none
at all.

Impact
Describe how influential this position is within the institution.
1. Factors to Consider
- How much is the incumbent involved within the institution, based on the
importance of the decisions or final recommendations typically rendered?
- What is the likely effect of potential errors made by the incumbent in the
regular course of work?
- How much impact does an incumbent have on the fiscal affairs of the
institution?
- How important is the impact of the work of this position to the operations,
activities and future of the entire institution?
2. Example Descriptions
- Decisions and influence are limited to short-range decisions and planning
within a small group or activity.
- Errors may result in significant disruption of operations or services or
damage to individuals or activities.
- There is responsibility for budget development, expense control, and/or
revenue generation usually covering one or more areas within a large
organizational unit, or an organizational unit or university activity of
moderate size.

6. Minimum Qualifications

Identify the minimum education, knowledge, skills and abilities (KSAs) and
experience necessary for entry into the job, including:
- Level of education (such as high school, Bachelor's degree, Master's degree),
and specific degree requirements.
- Work experience, both type and amount.
- Special training, certification or licensure (such as LPN or CPA)
- Special knowledge, skills or abilities (such as PC skills, Spanish language)

Factors to Consider
- Make sure KSAs represent bona fide occupational qualifications.
- Be specific and realistic to ensure legal defensibility.
- Relate job specifications to what, why and how work is done. Guard against
inflated specifications.
- List the education, work experience, and technical/professional skills required
to be able to perform the job rather than those that describe the ideal candidate.
- Specify if education is required or if equivalent experience can be substituted.

For positions that require patient care/contact, the Joint Commission on
Accreditation of Healthcare Organizations (JCAHO) requires the following special
qualification be identified:
- Include age specific population (s) served.
- Include the appropriate technical expertise competency statement

Criminal History Background Check: Indicate if a criminal history background
check is required. See criteria in Criminal Background Check Investigation Policy
for Non-academic Positions.

7. Physical Requirements

Complete the General Physical Requirements Section describing the work
environment and physical demands (i.e., environmental elements, travel, irregular
hours, hazardous/unpleasant working conditions, etc.) of the position. Indicate if a
physical examination is required before entrance to this position. Complete the
remaining parts if the job requires at least occasional manual effort, climbing,
lifting, reaching, exposure to harsh conditions, exposure to dangerous chemicals, and so forth. The identification and explanation of the physical requirements of a job have legal ramifications related to ADA, and therefore should be prepared thoughtfully.

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