- 260 Full Job Descriptions in MS WORD format meet compliance requirements
- Hiring Best Practices
260 Full Job Descriptions in MS WORD format meet compliance requirements
Latest job descriptions meet all mandated compliance requirements and include updates for BYOD and ERP
Having proper job descriptions has always been a good practice, because it helps management focus on the skills, background and knowledge necessary for an employee to perform the job.
A well-written job description is one of the best investments an organization can make because it can be used in so many ways, including job evaluation, performance appraisals, reorganization, training, development and career planning.
Written and standardized job descriptions are now a necessity because:
- They provide guidance to both the employee and the employer on what is expected and can be use in performance evaluations
- They provide protection form ADA lawsuits if the descriptions include a definition of the essential job functions
- They meet compliance requirements with federal, state and local laws and are the best proof that treatment of an employee or individual was related to ability and performance, and not because of a protected class
- Assistance in determining Exempt vs. Non-exempt status with a definition of the essential functions of the job in a job description, you can make a determination on whether a person should be exempt or not from minimum wage and overtime laws.
The Internet and IT Job Descriptions HandiGuide has just been updated and now includes 260 full multi-page content for each. The descriptions are so complete that they can be use for compensation and job grade rankings as well as meeting ALL mandated federal, state, local, and industry requirements. is in its data capture stage. If you provide us with valid salary data for our survey we will send you a copy of the complete salary study as soon as as the study is done.
However serious these potential changes are, many CIOs are not have been paying close-enough attention to or have plans in place on how to address the potential adverse impacts.
Hiring Best Practices
Hiring is the most critical aspect of a CIO's role. For a CIO it can be fatal of they hire a new employee find out there is a mismatch.
Background screening is a critical part of the hiring process for the majority of organizations today, but it is even more essential in the current economy for several reasons. eJobDescription.com has found that a shortage of key skills is the number one challenge facing CIOs and IT functions. This may seem counter-intuitive at first given the news of continued high levels of unemployment and a "jobless" economic recovery. However coupled with many discussions with CIOs and HR professionals in end-user organizations, confirms that finding the right talent - the talent with the right mix of skills, behaviors and values to fit with the organization - is still a challenge. In fact, more applicants in the pool makes filtering and screening even more critical to ensure that time isn't lost on applicants who aren't a good fit or who might not be qualified for the position.
Hiring managers understand that a often an individual's capabilities are not necessarily a good fit. Capability refers to the skills, tools and experience that a person needs to successfully perform a job. It is not new information that many applicants exaggerate their abilities on their resumes and job applications. Things to look for are:
- Skills Definition - Good Job Descriptions - Do you know what skills are needed to succeed and whether the employee possesses those skills? If they do not possess the necessary skills, how will the CIO help them to acquire them, and how long will that process to take? It is in everyone's best interest for the CIO to set appropriate expectations for the employee from the beginning. This is especially true if the position requires unique technical capabilities.
- Tools Definition - Good IT Infrastructure - Even if an individual has the skills and experience to do the job, do they have the tools to deliver peak performance? For example, a highly skilled and experienced web designer cannot build a website without adequate computer hardware and software. The tools do not have to be the most up-to-date, but a system that crashes can be incredibly frustrating and unproductive, even to the best performer.
- Experience - Just because an employee has the skills to do a job does not mean that they has the experience to apply those skills in his specific position. This is especially true for recent graduates, outside hires from different industries and internal hires from different departments. While the required skills may be similar from one job to the next, differing applications and terminology may require that the new hire take time to learn the nuances of his new position