Hi All,
Here is a JD questionnaire. Hope you find it useful...
JOB DESCRIPTION QUESTIONNAIRE
The job description questionnaire form needs to be completed for each job in your department. The information gathered will be used to formulate job descriptions for each position at [COMPANY]. As a result of having accurate and up-to-date job descriptions, we will be able to make better hiring decisions, as well as being able to properly evaluate employees on all of their essential job functions.
It may be advisable to have the incumbent in each position complete a questionnaire to ensure that all job duties are included.
JOB DESCRIPTION QUESTIONNAIRE
[COMPANY]
JOB DESCRIPTION
QUESTIONNAIRE
Position Title:
Department:
Position Reports To (Job Title):
I. STATEMENT OF PURPOSE:
(In one or two sentences, state the overall purpose of the position. For example, Secretary - This position is responsible for providing administrative support and project assistance for the Finance unit.)
II. ESSENTIAL JOB FUNCTIONS:
(List all of the daily duties, activities, and responsibilities for the position. List the most important or most time consuming responsibilities first. All job functions should begin with an action verb (See Attached Glossary of Action Verbs). For example, Coordinates bi-weekly payroll processing for the department.)
Duties/Activities/Responsibilities
III. SECONDARY JOB FUNCTIONS
(List any duties, activities, or responsibilities that are performed periodically or on an “as needed” basis. All job functions should begin with an action verb (See Attached Glossary of Action Verbs)
Duties/Activities/ResponsibilitiesIV. JUDGMENT (To be completed for managerial positions only)
(Indicate the description that most clearly defines the degree of judgment required in this position.)
__ Exercises judgment in making sure that instructions and procedures are being adhered to.
__ Exercises judgment in selecting the most pertinent procedures, practices, methods, etc. For application to specific problems or tasks.
__ Exercises judgment in interpreting, modifying, and adapting procedures, practices, methods, etc. In accordance with existing policies and standards for application to specific problems or tasks.
__ Exercises judgment and expertise in developing and interpreting standards and policies for application by others, and in resolving critical problems not covered by standards, policies, and procedures.
__ None of the above. Describe the type of judgment required to be exercised in the job.
__________________________________________________ _____________
__________________________________________________ _____________
__________________________________________________ _____________
V. SUPERVISORY/MANAGEMENT RESPONSIBILITY
In what ways doe the incumbent direct the work of others?
_____ Hire/discipline/terminate _____ Assign and check work
_____ Plan/appraise job results _____ Recommend pay increases
_____ Train
_____ Other (explain below)
Explanation
Number of Employees Directly Supervised:
Number of Employees Indirectly Supervised:
VI. JOB QUALIFICATIONS:
Define the knowledge, skill, and ability an incumbent must have in order to accomplish the job results and to perform the job duties.
A. KNOWLEDGE
(What does the incumbent need to know to perform the job at the entry level, whether the skills are acquired through formal education, experience, or self-learning?)
B. SCOPE OF RESPONSIBILITY (Complete for managerial positions only)
Indicate the description that most clearly describes the span of the organization affected by a decision made by the incumbent in the performance of the job duties.
Resources is defined as staff, budget, and company image.
__ Affects the resources of a single organizational unit.
__ Affects the resources of several related organizational units.
__ Affects the resources of a Division.
__ Affects the resources of several related Divisions.
__ Affects the resources of several non-related Divisions.
C. SCOPE OF FINANCIAL RESPONSIBILITY(Managerial positions only)
What is the incumbent’s responsibility for expenditures and funding/revenue, budget?
VII. ENVIRONMENT:
What are the physical and mental strains, stresses, or exposures of the job? Provide amount of time involved or weight limits where applicable.
PHYSICAL DEMANDS
_____ Carrying Up to ________ pounds
_____ Climbing
_____ Crouching
_____ Grasping
_____ Kneeling
_____ Lifting Up to ________ pounds
_____ Pulling Up to ________ pounds
_____ Standing Up to ________ hours
_____ Stooping
_____ Walking
_____ Other (Please explain)
EXPOSURES
Indicate which exposures the incumbent might likely encounter.
_____ Airborne particles _____ Caustics _____ Chemicals
_____ Electrical current _____ Explosives _____ Fumes
_____ High places _____ Moving parts _____ Muscular strain
_____ Noise _____ Odors _____ Physical abuse
_____ Temperature _____ Toxicants _____ Vibration
_____ Vision Strain _____ Weather
From India, Pune
11Here is a JD questionnaire. Hope you find it useful...
JOB DESCRIPTION QUESTIONNAIRE
The job description questionnaire form needs to be completed for each job in your department. The information gathered will be used to formulate job descriptions for each position at [COMPANY]. As a result of having accurate and up-to-date job descriptions, we will be able to make better hiring decisions, as well as being able to properly evaluate employees on all of their essential job functions.
It may be advisable to have the incumbent in each position complete a questionnaire to ensure that all job duties are included.
JOB DESCRIPTION QUESTIONNAIRE
[COMPANY]
JOB DESCRIPTION
QUESTIONNAIRE
Position Title:
Department:
Position Reports To (Job Title):
I. STATEMENT OF PURPOSE:
(In one or two sentences, state the overall purpose of the position. For example, Secretary - This position is responsible for providing administrative support and project assistance for the Finance unit.)
II. ESSENTIAL JOB FUNCTIONS:
(List all of the daily duties, activities, and responsibilities for the position. List the most important or most time consuming responsibilities first. All job functions should begin with an action verb (See Attached Glossary of Action Verbs). For example, Coordinates bi-weekly payroll processing for the department.)
Duties/Activities/Responsibilities
III. SECONDARY JOB FUNCTIONS
(List any duties, activities, or responsibilities that are performed periodically or on an “as needed” basis. All job functions should begin with an action verb (See Attached Glossary of Action Verbs)
Duties/Activities/ResponsibilitiesIV. JUDGMENT (To be completed for managerial positions only)
(Indicate the description that most clearly defines the degree of judgment required in this position.)
__ Exercises judgment in making sure that instructions and procedures are being adhered to.
__ Exercises judgment in selecting the most pertinent procedures, practices, methods, etc. For application to specific problems or tasks.
__ Exercises judgment in interpreting, modifying, and adapting procedures, practices, methods, etc. In accordance with existing policies and standards for application to specific problems or tasks.
__ Exercises judgment and expertise in developing and interpreting standards and policies for application by others, and in resolving critical problems not covered by standards, policies, and procedures.
__ None of the above. Describe the type of judgment required to be exercised in the job.
__________________________________________________ _____________
__________________________________________________ _____________
__________________________________________________ _____________
V. SUPERVISORY/MANAGEMENT RESPONSIBILITY
In what ways doe the incumbent direct the work of others?
_____ Hire/discipline/terminate _____ Assign and check work
_____ Plan/appraise job results _____ Recommend pay increases
_____ Train
_____ Other (explain below)
Explanation
Number of Employees Directly Supervised:
Number of Employees Indirectly Supervised:
VI. JOB QUALIFICATIONS:
Define the knowledge, skill, and ability an incumbent must have in order to accomplish the job results and to perform the job duties.
A. KNOWLEDGE
(What does the incumbent need to know to perform the job at the entry level, whether the skills are acquired through formal education, experience, or self-learning?)
B. SCOPE OF RESPONSIBILITY (Complete for managerial positions only)
Indicate the description that most clearly describes the span of the organization affected by a decision made by the incumbent in the performance of the job duties.
Resources is defined as staff, budget, and company image.
__ Affects the resources of a single organizational unit.
__ Affects the resources of several related organizational units.
__ Affects the resources of a Division.
__ Affects the resources of several related Divisions.
__ Affects the resources of several non-related Divisions.
C. SCOPE OF FINANCIAL RESPONSIBILITY(Managerial positions only)
What is the incumbent’s responsibility for expenditures and funding/revenue, budget?
VII. ENVIRONMENT:
What are the physical and mental strains, stresses, or exposures of the job? Provide amount of time involved or weight limits where applicable.
PHYSICAL DEMANDS
_____ Carrying Up to ________ pounds
_____ Climbing
_____ Crouching
_____ Grasping
_____ Kneeling
_____ Lifting Up to ________ pounds
_____ Pulling Up to ________ pounds
_____ Standing Up to ________ hours
_____ Stooping
_____ Walking
_____ Other (Please explain)
EXPOSURES
Indicate which exposures the incumbent might likely encounter.
_____ Airborne particles _____ Caustics _____ Chemicals
_____ Electrical current _____ Explosives _____ Fumes
_____ High places _____ Moving parts _____ Muscular strain
_____ Noise _____ Odors _____ Physical abuse
_____ Temperature _____ Toxicants _____ Vibration
_____ Vision Strain _____ Weather
From India, Pune
Hi,
I liked points like essntial & secondary job function,management responsibility. Job Description & Job specification are 2 parts of Job analysis. Qualifications will come under Job specification. Job specification is about skills required. I did not liked your title. Your article do not contain any questions. Thats why Questionnaire word should not be used.
NIKHIL
From India, Delhi
I liked points like essntial & secondary job function,management responsibility. Job Description & Job specification are 2 parts of Job analysis. Qualifications will come under Job specification. Job specification is about skills required. I did not liked your title. Your article do not contain any questions. Thats why Questionnaire word should not be used.
NIKHIL
From India, Delhi
It is a very comprehensive questionnaire. One of our members have commented that it does not have any questions , so dont call it a questionnaire. I think we must know that all questions do not have to end with a question mark .
Good work and thank you .
Kirti
From India, Bangalore
Good work and thank you .
Kirti
From India, Bangalore
Excellent piece of work want to know what would be the number of people under supervision for HR function Sandeep
From India, New Delhi
From India, New Delhi
hi everyone i have just joined this form and came across dis very informative piece. good work take care all seemu
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