Keep all the records, data about a patient confidential and safe. HIV Counselor also conducts a report of risk assessment in which report he explains the implications of risk behaviors to his clients.
The job description is a critical document for every position. A good job description performs a number of important functions: It describes the skills and competencies that are needed to perform the role; It defines where the job fits within the overall company hierarchy; It is used as the basis for the employment contract; and It is a valuable performance management tool.
This article outlines how to write a job description that is clear, concise and accurately defines the role — in 5 simple steps. Job title The first fundamental element of the job description is the job title. A good job title will have the following qualities: It accurately reflects the nature of the job and the duties being performed It reflects its ranking order with other jobs in the company It does not exaggerate the importance of the role It is free of gender or age implications It is generic enough that it can be compared to similar jobs in the industry for the purposes of equity in pay and conditions It is self-explanatory for recruitment purposes in most online job searches, the job title is the main keyword searched.
This title gives you no indication of what is being enforced.
Duties The job description should contain a list of the duties and writing a job description sample associated with the role, along with the amount of time expected to be dedicated to each task.
This should be represented as a percentage i. The list of duties and responsibilities will vary in length, but as a rule, should be as short as possible, otherwise the document becomes an operational manual rather than a job description. Skills and competencies Skills and competencies should be listed separately from each other, as they are two quite separate things.
Skills are activities the candidate can perform based on what they have learned in the past, or from qualifications they have obtained. Competencies are the traits or attributes you expect the candidate to display in the role.
An example of a skill is the ability to give effective presentations. It is a skill that can be learned through study and practice.
An example of a competency, on the other hand, is strong communication, which is an innate characteristic displayed by a person.
The modern trend towards competency-based job descriptions means extra weight is given to behavioural competencies such as leadership, teamwork, flexibility, communication and initiative.
Relationships It is important to include reporting lines and working relationships in your job description. Reporting lines clarify the responsibilities of the position by showing who the candidate reports to and who reports to them. This is important, not only in relation to compliance issues, but also to give the candidate an insight into the hierarchical structure of the organisation and how their position fits into it.
Working relationships are the people and departments the position requires the candidate to work closely with. It is a good idea to give an indication of the size of such departments and the extent of interaction. An organisational chart is a good way to represent relationships in a job description, with vertical lines between boxes demonstrating reporting lines and horizontal lines showing working relationships.
Salary Rather than assigning a particular salary to the position, work out a salary range to include in the job description that is competitive with similar positions in other organisations and allows for variations in education and experience.
Obviously, this would need to be updated from time to time, in line with changing pay scales. In closing… A good job description is much more than a laundry list of tasks and responsibilities.
If well written, it gives the reader a sense of the priorities involved. It not only provides a clear picture of the position for potential candidates, but is also a useful tool for measuring performance and a vital reference in the event of disputes or disciplinary issues.The Cost Accountant/Cost Analyst will be responsible for: Planning, Studying, and collecting data to determine costs of business activity such as raw material purchases, inventory and labor.
Analyzing data collected and recording results Analyzing changes in product design, raw materials, manufacturing methods or services provided, to determine effects on cost Analyzing actual manufacturing. Home» Resource Centre» HR Toolkit» Getting the Right People» Job Descriptions.
Getting the Right People Job Descriptions. The HR Toolkit offers information and tools to help organizations revise existing job descriptions or develop new ones.
Job Description Tip Sheet Writing Job Descriptions in the Career Tracks Job Builder Job descriptions are an important tool to facilitate individual and organizational effectiveness.
Job descriptions help developing a job description for recruitment, start by creating the job description in . T he job description is a critical document for every position.
A good job description. performs a number of important functions: It describes the skills and competencies that are needed to perform the role; It defines where the job fits within the overall company hierarchy;.
Sample Job Desctiptions. Responsible for writing proposals for both unrestricted operating revenue and restricted projects and for submitting timely and accurate reports for all existing grant funded projects.
How to Write a Job Description Crafting a compelling job description is essential to helping you attract the most qualified candidates for your job. With more than 20 million jobs listed on Indeed, a great job description can help your jobs stand out from the rest.