One of the best building blocks for an organization that wishes to become an "Employer of Choice" relates to the Job Description. Unfortunately most organizations pay this lowly document scant attention. It is often out of date, inaccurate, and provides no support for either the employee or the manager trying to assist the employee develop. By focusing on the employee training and career development aspects, the Job Description can be used as a wonderful motivation tool.

1. Creating Clear
Job Descriptions
Infonex Sept 08, Winnipeg
9:15 am Tues Sept 9th
Chris Hylton, MA
CG Hylton & Associates Inc.
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2. Workshop Objectives
1. Write a job description for a specific
job
2. Use the NOC online system
3. Develop a grid system
4. Learn what to pay jobs
5. What do you want to learn?
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3. Job Analysis → Job Description Building Process
Gather preliminary information:
 Review prior job descriptions if any
 List key tasks, etc., note areas of confusion
Tour work area: See context & flow
Conduct interviews:
 Supervisor – go over the job & job incumbents
 see average employee vs. best employee profiles
Develop draft job description & revisit work area & supervisor
with questions re areas you are uncertain about
Consolidate into a draft job description & verify with those
concerned
Create the final job description, employee/mgr sign off
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4. Job Analysis Challenges
 High rates of job change
 Some see Job Analysis as a waste of time
 Do people really use job descriptions?
 Best to rely more on generic NOC descriptions
 Which are easily customized
 Broad-bands – more discretion with wider ranges
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5. Skill Levels
00 Senior management
0 Middle & other managers
Skill level A Professional
Skill level B Technical, para-professional, skilled
Skill level C Clerical, assisting, intermediate sales
Skill level D Elemental service, trades helpers, laborers
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6. Job Analysis
 The process by which you determine the duties
of the job, and the skills and experience
needed for the job
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7. Job Analysis
Questionnaire for
Developing Job
Descriptions
A form used by managers
to determine the duties
and functions of a job
through a series of
questions that employees
answer.
Source: http://hr.blr.com/ (subscription Job Description service)
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8. Job Questions
 What is the job you do?
 What are the major duties of your
job?
 What education, experience, skill,
and certification and licensing
required?
 What are the basic
accountabilities or performance
standards?
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9.  Responsibilities?
 Working conditions?
 physical demands? Emotional and
mental demands? Does the job expose
you to any hazards or unusual working
conditions?
 Health and safety conditions?
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10. Job Description
 Most contain sections that cover:
 Job identification
 Job summary
 Responsibilities and duties
 Authority of incumbent
 Standards of performance
 Working conditions
 Job specification (the human requirements of the
job)
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11. Job Specification
 A list of the skills and aptitudes sought in
people hired for the job
 Identification of these skills and aptitudes are
from information collected in the job analysis
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12. Personnel Planning
 Personnel Planning
 The process of determining the organization’s
future personnel needs, as well as the methods to
be used to fill those needs
 Personnel Replacement Charts
 Company records showing present performance
and promotability of inside candidates for the most
important positions
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13. Promotion
Chart
Source: Pearson Education 13

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22. About the NOC
The National Occupational Classification
(NOC) is the nationally accepted reference
on occupations in Canada. It organizes over
30,000 job titles into 520 occupational group
descriptions. It is used daily by thousands of
people to compile, analyze and
communicate information about
occupations, and to understand the jobs
found throughout Canada's labour market.
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23. NOC
 The NOC provides a standardized
framework for organizing the world of work in
a coherent system. It is used to collect and
organize occupational statistics and to
provide labour market information. The
structure and content of the NOC is also
implemented in a number of major services
and products throughout the private and
public sectors.
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24. NOC
The NOC is updated in partnership with
Statistics Canada according to 5-year
Census cycles. It is based on extensive
occupational research and
consultations conducted across the
country, reflecting the evolution of the
Canadian labour market.
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25. The NOC and Job Analysis
 National Occupational Classification (NOC)
 A systematic occupational classification structure
based on interrelationships of job tasks and
requirements.
 Contains standardized and comprehensive
descriptions of twenty-five thousand jobs
 Divides work into 9 broad categories and 5 skill
levels
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26. Broad Occupational Categories
1 Business, Finance and Administration
2 Natural and Applied Science
3 Health
4 Social Science, Education, Government and Religion
5 Arts, Culture, Recreation, and Sports
6 Sales and Service
7 Trades, Transport and Equipment
8 Occupations unique to primary industry
9 Occupations unique to processing, manufacturing and
utilities
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34. http://salary.monster.ca/
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40.  Please call if you have any HR, or
workplace issue that you are
overwhelmed with
 We can help you
 We also are pleased to do Free
Workshops for your organization (some
limits apply) Let us know what your
needs are and we will make it happen!
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41.  HR Consulting  Benefits,
Pensions,
 Job Descriptions
EAP
 Salary Grids
 Strategic
 Wellness at Work
Planning
 Staff Morale  Drug and Alcohol
 Training and programs
Workshops  Dept re-orgs
Tel 403 264 5288
 Leadership
chris@hylton.cacompensation
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42. chris@hylton.ca
800 449-5866
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