Guidelines for Writing a Competency Based Job Description
Guidelines for Writing a Competency Based Job Description
OVERVIEW A job description serves several purposes: • • • • Provides essential information for assigning the appropriate pay grade, job function and/or title for the job, Assists in recruiting efforts for screening and interviewing, Identifies the essential functions of the job based on job specific competencies, and Provides the incumbent an understanding of the primary accountabilities, duties and responsibilities they are expected to fulfill.
Competencies are the knowledge, skills, abilities, personal characteristics and other “worker-based” factors that help differentiate superior performance from average performance under specified circumstances. Competencies are identified to clearly define the essential functions of the job. WHAT IS INCLUDED There are three types of competencies that can be included in a job description. They describe the skills, knowledge and behavior necessary to perform the job. • Skills – Abilities needed to execute job duties, such as software and computer proficiency, interpersonal skills, accounting skills, or specific laboratory techniques. Knowledge – Areas of specialty or expertise; for example, nursing, finance, employment law, or history. Behavior – Characteristics an employee must display in the job; for instance, initiative, collegiality, resourcefulness, or professionalism.
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Knowledge, Skills, and Behavior needed to succeed in a job can fit into two basic categories of competencies: “general/organizational” or “specific/individual.” A good job description includes both kinds.
Updated 9/2/2004 1
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General/Organizational – These competencies need to be demonstrated by everyone in a particular organization. Examples at Northwestern include: processes and outcomes, honoring University policies and all regulatory requirements Customer focus: Striving for high customer satisfaction, going out of our way to be helpful and pleasant, making it as easy as
OVERVIEW A job description serves several purposes: • • • • Provides essential information for assigning the appropriate pay grade, job function and/or title for the job, Assists in recruiting efforts for screening and interviewing, Identifies the essential functions of the job based on job specific competencies, and Provides the incumbent an understanding of the primary accountabilities, duties and responsibilities they are expected to fulfill.
Competencies are the knowledge, skills, abilities, personal characteristics and other “worker-based” factors that help differentiate superior performance from average performance under specified circumstances. Competencies are identified to clearly define the essential functions of the job. WHAT IS INCLUDED There are three types of competencies that can be included in a job description. They describe the skills, knowledge and behavior necessary to perform the job. • Skills – Abilities needed to execute job duties, such as software and computer proficiency, interpersonal skills, accounting skills, or specific laboratory techniques. Knowledge – Areas of specialty or expertise; for example, nursing, finance, employment law, or history. Behavior – Characteristics an employee must display in the job; for instance, initiative, collegiality, resourcefulness, or professionalism.
• •
Knowledge, Skills, and Behavior needed to succeed in a job can fit into two basic categories of competencies: “general/organizational” or “specific/individual.” A good job description includes both kinds.
Updated 9/2/2004 1
•
General/Organizational – These competencies need to be demonstrated by everyone in a particular organization. Examples at Northwestern include: processes and outcomes, honoring University policies and all regulatory requirements Customer focus: Striving for high customer satisfaction, going out of our way to be helpful and pleasant, making it as easy as