Job Descriptions at Kenyon
Kenyon is embarking upon a project to create updated job descriptions for all exempt positions at the College. (Non-exempt descriptions were updated in 2004, in conjunction with the reclassification effort.) Our goal is to create up-to-date descriptions of the work we do through a process that facilitates positive discussions among administrative staff members.
The idea for this project arose from numerous conversations involving the Equal Opportunity Officer, Human Resources, and PACT's working group on staff evaluation. All agreed that having clear, up-to-date, readily available job descriptions is important, for several reasons:
To provide clarity of/in what is expected in the position
To establish clear criteria for hiring, evaluation, and promotion
To promote mutual understanding among employees and supervisors
To build appreciation for an employee's role within the larger institution
To promote job satisfaction, increase enthusiasm for the work one does, and enhance retention
To track the evolving character of work at Kenyon, thereby appreciating the changing nature of one's work or of the position
Every office of the College will review, update or create new job descriptions for all exempt positions, to be completed by June 30, 2008. This schedule allows each office to complete the work at times that least conflict with other work. Each job description will be composed in Word and saved in a separate electronic file. When completed, please send all files as email attachments to Jennifer Cabral in Human Resources.
In general, we suggest accomplishing the project in three steps. First, identify what job descriptions you currently have. Second, identify what needs to be accomplished to create new descriptions or update current ones. Third, identify a time frame to complete the work, once you've determined the size of the task.
Departments should fashion job descriptions in a style that best suits their particular needs. Below are a few sample descriptions to suggest the possibilities. Nonetheless, there is some basic information that should be included in every description, as outlined in the attached guidelines.
We strongly urge that supervisors and employees work together to review and develop job descriptions. In addition to insuring that the description accurately captures the real work comprising each position, this process will create an opportunity for discussion and mutual understanding that will enhance the workplace atmosphere.
If you have any questions, please contact Jennifer Cabral at extension 5171 or firstname.lastname@example.org