A job description describes the major areas of an employee’s job or position. A good job description begins with a careful analysis of the important facts about a job, such as the individual tasks involved, the methods used to complete the tasks, the purpose and responsibilities of the job, the relationship of the job to other jobs, and the qualifications needed for the job.

It’s important to make a job description practical by keeping it dynamic, functional, and current. Don’t get stuck with an inflexible job description! A poor job description will keep you and your employees from trying anything new and learning how to perform their job more productively. A well-written, practical job description will help you avoid hearing a refusal to carry out a relevant assignment because “it isn’t in my job description.”

Realistically speaking, many jobs are subject to change due either to personal growth, organizational development, and/or the evolution of new technologies. Flexible job descriptions will encourage your employees to grow within their positions and learn how to make larger contributions to your company. For example: Is your office manager stuck “routinely ordering office supplies for the company and keeping the storage closet well stocked ” or is she/he “developing and implementing a system of ordering office supplies that promotes cost savings and efficiency within the organization?”

When writing a job description, keep in mind that the job description will serve as a major basis for outlining job training or conducting future job evaluations.

A job description should include a:

• Job Title
• Job Objective or Overall Purpose Statement – This statement is generally a summary designed to orient the reader to the general nature, level, purpose, and objective of the job. The summary should describe the broad function and scope of the position and be no longer than three to four sentences.
• List of Duties or Tasks Performed – The list contains an item by item list of principal duties, continuing responsibilities, and accountability of the occupant of the position. The list should contain each and every essential job duty or responsibility that is critical to the successful performance of the job. The list should begin with the most important functional and relational responsibilities and continue down in order of significance. Each duty or responsibility that comprises at least five percent of the incumbent’s time should be included in the list.
• Description of the Relationships and Roles the occupant of the position holds within the company, including any supervisory positions, subordinating roles, and/or other working relationships.

When using job descriptions for recruiting situations, you may also want to attach the following:

• Job Specifications, Standards and Requirements – The minimum amount of qualifications needed to perform the essential functions of the job, such as education, experience, knowledge, and skills. Any critical skills and expertise needed for the job should be included. For example, for a receptionist, critical skills may be having 1) a professional and courteous telephone manner, 2) legible handwriting if messages are to be taken, 3) the ability to handle a multiple-lined phone system for a number of staff members, and 4) the patience and endurance to sit behind a desk all day.
• Job Location – Where the work will be performed.
• Equipment to be used in the performance of the job. For example, do your company’s computers run on a Apple MacIntosh or PC Windows environment?
• Collective Bargaining Agreements – Agreements and terms that relate to job functions, if applicable, such as when your company’s employees are members of a union.
• Non-Essential Functions – Functions which are not essential to the position or any marginal tasks performed by the incumbent of the position.
• Salary Range – Range of pay for the position.

Keep each statement in the job description crisp and clear:

• Structure your sentences in classic verb/object and explanatory phrases. Since the occupant of the job is your sentences’ implied subject, it may be eliminated. For example, a sentence pertaining to the description of a receptionist position might read: “Greets office visitors and personnel in a friendly and sincere manner.”
• Always use the present tense of verbs.
• If necessary, use explanatory phrases telling why, how, where, or how often to add meaning and clarity. For example: “Collects all employee time sheets on a bi-weekly basis for payroll purposes.”
• Omit any unnecessary articles such as “a,” “an,” “the,” or other words for an easy to understand point description. Using the above example, the statement could have read, “Greets all visitors and the office personnel to the building in a friendly and a sincere manner.”
• Use unbiased terminology. For example: use the he/she approach or construct sentences in such a way that gender pronouns are not required.
• Avoid using words which are subject to differing interpretations. Try not to use words such as “frequently,” “some,” “complex,” “occasional,” and “several.”

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Too many people think strategic planning is something meant only for big businesses, but it is equally applicable to small businesses. Strategic planning is matching the strengths of your business to available opportunities. To do this effectively, you need to collect, screen, and analyze information about the business environment. You also need to have a clear understanding of your business – its strengths and weaknesses – and develop a clear mission, goals, and objectives. Acquiring this understanding often involves more work than expected. You must realistically assess the business you are convinced you know well.

In addition, strategic planning has become more important to business managers because technology and competition have made the business environment less stable and less predictable. If you are to survive and prosper, you should take the time to identify the niches in which you are most likely to succeed, and to identify the resource demands that must be met.

Starting a business requires you to complete a number of steps and make some key decisions. Though part of your overall plan, you’ll need to select a location, decide on a business structure, and obtain the necessary licenses and permits. In addition, determining which financing options will meet your short-term needs and long-term goals is crucial.  Within this section, we’ll provide information on these topics along with guidance on buying an existing business, copyright and trademark issues, and getting support from an outside expert.    Never think you can do it alone! One of the best ways to insulate yourself against business failure is to find and work with a mentor, someone with business experience who can guide and assist you.

Service Corps Of Retired Executives (SCORE)
Link to retired professionals who are available to give you advice.

Small Business Development Centers
Link to organizations to help your small business grow and prosper.

Network Of Training And Counseling Services
Link to these connections to help with professional training and counseling.

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