Staffing Handbook
Essay Preview: Staffing Handbook
Report this essay
STAFFING HANDBOOK
Techies R Us
Handbook Date:
November 2011
Strategic staffing means to complete the proper procedures to ensure that we are hiring the best and most qualified candidate for the position. We will complete the following steps to assist us with this process.
JOB ANALYSIS
Before you develop a new job description, contact the Human Resource Compensation Coordinator to determine if an existing job description can be modified to meet your needs.
When a new job description is submitted to Human Resources, it is reviewed to make sure any staff member who takes the hob will be able to understand what is required of them and what standards will be used for the Pay for Performance review. The following guidelines should be used in developing a job description:
Start with the most important or most time-consuming tasks and work toward the least important tasks.
Use action verbs (i.e. answers, performs, checks, reviews, coordinates, informs, provides, responsible for, monitors).
Duties should be describe in fairly general term. This should be a general list of duties not a list of every task required to complete this duty. Each task should instead be part of the employees procedure manual.
If one job description is to be used for various departments with minor variations, an addendum may be added to the job description. (See example of “Job Description with an Addendum” handout.)
There are various templates that are used foe different job groups (i.e., leadership jobs, service or support jobs, licensed patient care jobs, etc. Obtain the template before proceeding.
REMEMBER – NEW JOBS CANNOT BE POSTED UNTIL THE JOB DESCRIPTION MEETS DISTRICT STANDARDS AND HAS BEEN APPROVED BY HUMAN RESOURCES.
EXAMPLE OF JOB ANALYSIS FORM
JOB ANALYSIS FORM
Name:
Date:
Your Position Title:
Managers Name:
Shift Worked: Days
Swing
Nights
1. What is the general purpose of your position?
2. What was your last position?
3. To what position would you normally be promoted?
4. If you regularly supervise others, please list their names.
5. Please check those activities that are part of your supervisory responsibilities:
Hiring
Promoting
Compensating
Training
Budgeting
Disciplining
Scheduling
Directing
Terminating
Developing
Measuring
Performance
Other:
6. Please indicate those responsibilities you consider to be most important and/or most difficult. Please use a separate sheet if necessary.
a. Daily responsibilities:
b. Periodic responsibilities (Please indicate whether weekly, monthly, quarterly, etc.):
c. How long have you been performing these responsibilities?
7. What is the highest education required for your position?
High school diploma or equivalent
Associates degree
Bachelors degree
Masters degree
Professional license/specialized training
List advanced degrees, special training, or specific professional license.
Please indicate the education you had when you started this position.
8. Please specify the amount of experience is required to perform your duties.
No experience
One to three years
One month to six months
Three to five years
Seven months to one year
Five to ten years
How much experience did you have when you started this position?
9. Please list any skills required to perform your duties. (For example, amount of accuracy, alertness, precision in working with described tools, methods, systems, etc.)
10.If your position requires you to use any equipment and/or programs, please list the equipment and check how often you use it. Please use a separate sheet if necessary.
Equipment
Software
Rarely
Occasionally
Frequently
Job purpose
-Job duties:
-Job criteria / results:
-Records and Reports:
-Supervisor:
-Working instruments:
-Health and safety:
-Working conditions:
-Responsibilities:
-Knowledge:
-Skills/ Experience:
-Abilities required:
Management skills
-Management functions:
-Management activities:
POSTINGS