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A job description or JD is a written narrative that describes the general tasks, or other related duties, and responsibilities of a position. It may specify the functionary to whom the position reports, specifications such as the qualifications or skills needed by the person in the job, information about the equipment, tools and work aids used, working conditions, physical demands, and a ...
After this, the job analyst has completed a form called a job psychograph, which displays the mental requirements of the job. [2] The measure of a sound job analysis is a valid task list. This list contains the functional or duty areas of a position, the related tasks, and the basic training recommendations.
Many accountants in the United States are not certified, particularly those who work in corporate America. They may be referred to as bookkeepers, accountants, junior accountants, staff accountants, senior accountants, or accounting supervisors, depending on their level in the management duties and their position in the corporate hierarchy.
It is a companion document to a job description, describing the personal attributes being sought from applicants to ensure that they are suitable for the role. [1] These attributes include qualifications, skills, experience, and knowledge, and sometimes personal attributes [1] which a candidate needs to possess in order to perform the job ...
As a result of this work, Social Security Administration's Ruling SSR 00-4p and prior Regulations explain: "In making disability determinations, we rely primarily on the DOT (including its companion publication, the SCO) for information about the requirements of work in the national economy. We use these publications at steps 4 and 5 of the ...
Job descriptions and competencies allow potential employees to identify the skills, qualities, experience and training needed for a certain job. [5] The information in the job description and competencies is included in the performance requirements which form the performance reviews.
On-the-job training is based on the requirements of the job description and is specific for each company. Every company is unique and requires a unique approach when it comes to creating a training program. Key elements of the training plan are measures, such as working hours, due date and evaluation.
In August 1965, during a major revision of Army Regulation 611-201, chaplain assistants were designated 71M, given a job description and specific skill requirements. "The next year the chaplain assistant schools were merged into the US Army Chaplain Center and School (USACHCS) at Fort Hamilton". [ 4 ]