Job/Position Descriptions | Job/Position Definitions |
Job/Position Description Template Instructions | Job/Position Description Template*
Position Description Writing Tips | Glossary

Descriptions are action-oriented documents that clearly and concisely state the primary duties performed, responsibilities carried out, and requirements in a particular job or position. They are not meant to be an encyclopedia of every task performed. Job/Position descriptions are the foundation of a sound compensation system, and should be used for hiring, evaluation and classification, market pricing, performance appraisal, career pathing, and third party defensibility.

• Overview Statement
• Principal Duties and Responsibilities (Essential Functions**)
• Decision making and judgment
• Supervision Received
• Supervision Exercised
• Education
• Qualifications/Technical Skills

Part II. provides a list of job/position descriptors that help frame an j evaluation discussion and provide an understanding of a position's relationship to others in the Department, School, or across the Institute. This list includes:

• Knowledge, Skills & Expertise
• Critical Thinking and Problem-Solving
• Collaboration
• Communication Effectiveness
• Decision Making
• Influencing and Leading
• Responsibility and Accountability

Routine review of position descriptions is necessary because the essential functions, skills, and knowledge requirements for a position may change over time to keep pace with the dynamics of the changing work environment. A review allows managers/department administrative officers to ensure the description reflects current requirements and expectations should routinely be done at the time when a position becomes vacant to make certain that the position description is up-to-date. In addition, it is always beneficial to assess the accuracy of position descriptions during the annual review cycle.

All newly created or updated descriptions must be reviewed by Human Resources to determine the appropriate grade or level. The classification process is one that is interactive; it requires input from Compensation, the Human Resources Officer, as well as the manager/department administrative officer and others where appropriate. Typically, a position should not be posted until it has been titled and graded through this process. In all cases, the classification process should be concluded with Human Resources prior to having any discussions with employees or prospective employees.

* MIT Certificate Required

** To comply with regulations by the American with Disabilities Act (ADA), the principal duties in job/position descriptions must be essential to the job/position. To identify essential functions, focus on the purpose and the result of the duties rather than the manner in which they are performed. The following definition applies: a job/position function is essential if removal of that function would fundamentally change the job/position.

effective August 1, 2001