term paper on job description

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Write a Job Description That Attracts the Right Candidate

• Whitney Johnson

It’s often an overlooked step in the hiring process.

If you think the job you’re hiring for hasn’t changed in the last five years, or even in the past year, then it’s probably just about the only thing in your organization that hasn’t. Job postings should be reevaluated and rewritten every time you need to hire. The author offers four suggestions for composing and positioning a job description: 1) Know what you need now, but also envision the future. 2) Understand the hiring context. 3) Avoid limiting language. 4) Think about meaning.

Far too many organizations miss golden opportunities to bring onboard best possible talent for the tasks at hand — and those of the future. When it’s time to recruit, hire, and onboard, the most common approaches are routine and rote, prone to misjudgment and error. The process is costly and, in the end, unfruitful.

• WJ Whitney Johnson is the CEO of Disruption Advisors, a tech-enabled talent-development company and author of Smart Growth: How to Grow Your People to Grow Your Company .

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Writing an Effective Job Description

On this page:

Getting Started

Job description components, hints for writing job descriptions.

The job description should accurately reflect the duties and responsibilities of the position. When well-written, it produces a realistic picture of a job and answers the question, “What does the person in this role actually do?”

A job description not only describes the position’s responsibilities, it sets the foundation for recruiting, developing, and retaining talent and also sets the stage for optimum work performance by clarifying responsibilities, expected results, and evaluation of performance. It is also an important component to maintaining an equitable compensation system and ensuring legal compliance. The document should be revisited and updated in line with the annual performance evaluation cycle.

The job description contains sufficient information to describe major responsibilities and essential functions as they exist today. They provide the information necessary to classify the position, not the person; thus they are “incumbent neutral” and not based on any specific quality of an incumbent (such as knowledge, skills, abilities, performance, dedication, loyalty, years of service, or degree). The document should not include every detail of how and what work is performed so that it remains useful even when minor changes occur.  Job descriptions can be written as a joint effort between supervisor and employee, but the supervisor must approve.  

A job description contains the following components: job title, job purpose, job duties and responsibilities, required qualifications, preferred qualifications, and working conditions.  

The Job Title is a brief description (1-4 words) of the job which reflects the content, purpose, and scope of the job and is consistent with other job titles of similar roles within Wright State University (University).              

Examples include Archivist, Associate Director Disability Services, Associate Registrar, Director Student Health Services, Facilities Planner, Grants Accountant, Budget Analyst, Instructional Designer, Manager Desktop Services, and Manager Custodial Services.

Job Purpose

The Job Purpose provides a high-level overview of the role, level, and scope of responsibility consisting of three or four sentences providing a basic understanding, the “bird’s eye view” of the role. A concise summary of “why the job exists?”

Job Duties and Responsibilities

This section contains a description of the duties and responsibilities assigned to the job; also referred to as the essential functions. They describe the fundamental nature of the job which occupies a large proportion of the employee’s time. Some items to consider:

• Include explanatory phrases which tell why, how, where, or how often the tasks and duties are performed.
• Focus on the outcome of tasks.
• Reference areas of decision-making, where one will influence or impact.
• Identify areas of direct or indirect accountabilities.
• Describe the level and type of budgetary or financial responsibilities.
• Describe the nature of contact, the people contacted, and the extent to which the incumbent will interact with others within and outside of the University.
• List job duties that reflect the position requirements and ensure they are not based upon the capabilities of any one individual.

If applicable, also address the type of supervisory responsibility that is expected from this role. Detail the extent of the job’s authority to hire, discipline, terminate, assign work, train, and evaluate the performance of subordinates. This can be either a separate job duty or noted in other job duties as appropriate. The following lists various levels of supervision:

• Provide direction to other individuals.
• Supervises, hires, trains, provides work direction, and problem-solving assistance for student workers. Also oversees the daily operations of other staff.
• Supervises staff, including hiring, scheduling, and assigning work, reviewing performance, and recommends salary increases, promotions, transfers, demotions, or terminations.
• Manages others through subordinate supervisors.

The job duties should be listed in accordance with their importance and/or frequency in which they are performed. They are typically presented in a bulleted or numbered format, consisting of approximately 4–7 separate duties, with each one assigned a “percent of the time” (adding to 100%) which reflects the estimated time an employee will spend over a year. Duties that require less than 5 percent of the time should be combined with other duties or removed from the job description. The following table will assist you in estimating the percent of time:

Required Qualifications

This section lists the required level of job knowledge (such as education, experience, knowledge, skills, and abilities) required to do the job. This section focuses on the “minimum” level of qualifications for an individual to be productive and successful in this role.

NOTE: For classified jobs, the required qualifications will be identical to those listed on the job specification .

Identify the educational qualifications that an employee must possess to satisfactorily perform the job duties and responsibilities. State the educational qualifications in terms of areas of study and/or type of degree or concentration that would provide the knowledge required for entry into this position.

Identify the minimum number of full-time experience required in terms of years and the type of work experience that an employee needs to be qualified for the job. Should internships, undergraduate work experience, and graduate assistantships be accepted levels of experience; this will need to be specifically stated. 

Knowledge, Skills, and Abilities

In stating the required knowledge, include the level or depth of knowledge required for entry into the position. The following definitions should be helpful:

• Working knowledge: sufficient familiarity with the subject to know basic principles and terminology and to understand and solve simple problems.
• General knowledge: sufficient knowledge of a field to perform most work in normal situations. The work calls for comprehension of standard situations and includes knowledge of most of the significant aspects of the subject.
• Thorough knowledge: advanced knowledge of the subject matter. The work calls for sufficient comprehension of the subject area to solve unusual as well as common work problems, to be able to advise on technical matters and to serve as a resource on the subject for others in the organization.
• Comprehensive knowledge: requires complete mastery and understanding of the subject. This term should be used sparingly and only for unusually exacting or responsible positions required to originate hypotheses, concepts, or approaches.

List specific skills and/or abilities required for the incumbent to be successful in this role; including the designation of any required licenses or certifications. Some considerations are analytical, budget exposure, communication internal or external, computer, creative thinking, customer service, decision-making, diversity, logical thinking, multi-tasking, negotiation, problem-solving, project management, supervision, teamwork, etc.   

Preferred Qualifications

An expanded listing of the Required Qualifications can be used to further determine a person’s ability to be productive and successful in this job. These Preferred Qualifications are “nice to have” but are not essential to carrying out the day-to-day functions of the job. If included, the Preferred Qualifications can focus on any or all of the following: education, experience, knowledge, skills, and abilities.

NOTE: For classified jobs, the University does not list preferred qualifications.

Working Conditions

Identify the working conditions and physical demands that relate directly to the essential job duties and responsibilities to be compliant with the Americans with Disabilities Act. Describe the type, intensity (how much), frequency (how often), and duration (how long) of physical or mental capabilities required. Consider the following:

• Environment, such as an office or outdoors.
• Exposures encountered, such as hazardous materials, loud noise, or extreme heat/cold.
• Essential physical requirements, such as climbing, standing, stooping, or typing.
• Physical effort/lifting, such as sedentary - up to 10 pounds; light - up to 20 pounds; medium - up to 50 pounds; heavy - over 50 pounds.
• Indicate if required to work weekends, nights, or be on-call as a regular part of the job.
• Travel requirements.
• Emergency staff designations.  

Job descriptions should be prepared in a manner that all components are accurately stated to create a clear understanding of the role. Here are some hints to assist you in the process:

• Write in a concise, direct style.
• Always use the simpler word rather than the complicated one; keeping sentence structure as simple as possible. It will cut verbiage, shorten your description, and enhance understanding.
• Use descriptive action verbs in the present tense (for example: writes, operates, or performs).
• Avoid abbreviations and acronyms. Other people reading the position description may not be familiar with them. If abbreviations and acronyms are necessary, define them the first time you use them.
• Don't use ambiguous terms. If you use terms such as “assists, handles, and performs,” describe “how” the position assists, handles, or performs. Using the word “by” and then detailing the processes, tasks, or operations performed will usually clarify the ambiguity.
• Avoid gender-specific language, such as, “He manages,” “She is responsible for.”
• Focus on essential activities; omit trivial duties and occasional tasks.
• Avoid references to other employee’s names, instead, refer to the job title or department.
• Only include assigned duties today. Do not include potential future duties and eliminate any duties no longer required.

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How to Write Compelling Job Descriptions (+ FREE Template)

December 1, 2023 by Cassandra Carver Leave a Comment

Job descriptions are more than just documents for job seekers to rely on when looking for a new position. They actually play a vital role in several of an organization’s internal HR functions including hiring , conducting performance reviews, complying with labor laws, maintaining a well-structured organization, resolving conflict, and more.

So, although the responsibility of writing and reviewing job descriptions can sometimes seem mundane, it’s essential to have an effective process in place.

In this guide, you’ll learn all you need to know about the importance of job descriptions and how to write them. You’ll also get access to our free job description template! Here’s a rundown of everything we’ll cover:

What is a job description? A Quick Primer

8 essential components of a job description, our free job description template, 5 best practices for making your job descriptions the best they can be, how astron solutions can help.

If you’re ready to get more value out of your job descriptions, this guide is a great place to start. Let’s begin!

Sometimes referred to as a JD, a job description is a written statement by an organization describing the duties, responsibilities, required qualifications, and reporting relationships of a particular role.

We can all probably imagine a badly written job description. It’s only a couple of sentences, doesn’t list the role’s responsibilities and qualifications, and is vague about the compensation. As a reflection of the organization’s mission and goals, this job description is enough to turn away even the most passionate prospects.

But a strong job description is the exact opposite. It’s a thorough, engaging document that provides plenty of information about the organization, the role, and how the role fits into the organization’s larger structure ( jump ahead to learn more about the specific elements of a job description ).

Besides attracting top candidates to your organization, well-written job descriptions can benefit your team and make your life in HR easier in many ways. Specifically, job descriptions are helpful because they:

• Provide a clear understanding of the duties and responsibilities for a particular position. This is helpful not just for applicants interested in the role, but also for management to better determine the actions needed to achieve organizational goals.
• Protect an organization legally , as the job description can be used to defend why a candidate was selected—or rejected—for a position. Job descriptions also can defend the reasoning behind why a position is classified as exempt or non-exempt under the Fair Labor Standards Act (FLSA) .
• Ensure a consistent understanding across departments of how different job positions and roles help the organization grow. This will boost overall team engagement and remind employees of the value of other players in the business or nonprofit.
• Lay the foundation to facilitate ongoing performance management . With role duties and responsibilities clearly laid out, it’s much easier to measure the success of new employees and ensure that certain targets are being met.
• Help employees create personal goals for advancing in their current role. Your job descriptions not only introduce prospects to the role at hand but also enable them to start thinking about how they can take those responsibilities a step further and add more value to the organization.
• Create boundaries regarding employees’ responsibilities. This ensures that new team members (and existing ones) aren’t doing more than what they’re compensated for. This also helps when conflicts arise, as job descriptions can clarify duties and lay the groundwork for accountability.
• Justify an employee’s pay. By listing out all the duties and requirements, you provide some context as to why a role is compensated in a specific way.
• Support training and development activities by providing written documentation for what a particular role entails and the needed training and skills it requires.

As you can see, job descriptions should be more than short paragraphs added to a general job listing site. They’re important throughout the entire employee lifecycle and help organizations avoid risk and work toward long-term growth goals

While the information in a job description will vary widely by role and industry type, there are a few essential items that you definitely cannot forget to include:

1. Job Title

This should accurately reflect the nature of the job, including its ranking order with other roles in your business. It also should be generic enough for recruitment purposes and in alignment with similar jobs in the same industry.

2. Job Summary

This section should be about a paragraph long and provide a birds-eye view of the position, including core duties, location, format (in-person, remote, or hybrid), typical schedule, and function within the organization.

3. Organizational Overview

This is another brief section that should serve as an introduction to your organization. Cover things like your mission, vision, values, size, culture, and history. This will help position your organization as a great place to work and give the job seeker or employee a better understanding of how the role fits into the organization’s larger goals.

This is your opportunity to list out the day-to-day responsibilities of the role, as well as any other responsibilities the person may be asked to take care of on an ad-hoc basis.

Ideally, the list of duties associated with a position also should include a percentage reflecting that task’s importance. This provides a more complete understanding of how much someone is expected to handle over the course of a year.

If you want to provide even more detail, you could explain how success is measured for each specific duty.

5. Qualifications

You can frame your list of qualifications as “preferred” or “required.” List out what you expect a job seeker to bring to the table for the position, including:

• Experience (a certain amount of time or a certain level)
• Education or certifications
• Competencies

Note that there is an important distinction between skills and competencies. Skills, sometimes referred to as hard skills , describe the activities someone has learned through previous experience as well as specific qualifications earned. An example of this is “proficiency in Microsoft Word and Excel” or “fluent in Mandarin.” Competencies, on the other hand, are also known as soft skills , and describe the traits you expect someone in this job position to display. An example of this is “being a good team player” or “adaptability.”

6. Relationships

Along with basic job information, your description also should include where this role falls in the hierarchy of your organization. Including this helps both employees and candidates better understand where they fit in and the people they’ll be engaging with and reporting to.

7. Salary and Benefits

Rather than listing a specific salary, providing a salary range that’s competitive with the market is an ideal, more flexible choice. Plus, it may be required under local or state pay transparency laws .

You can also highlight the benefits your organization offers as part of its total rewards strategy , such as health insurance, paid time off (PTO), retirement benefits, work schedule or format flexibility, corporate philanthropy programs , or perks (such as access to a company car or a new computer).

8. Additional Statements

Many organizations choose to include an equal employment opportunity policy statement in their job description. To get an idea of what this could entail, check out this example from Betterteam .

You may also want to include:

• A disclaimer letting job seekers and employees know they may be asked to perform duties outside of what is listed in their job description
• An at-will employment statement
• A statement on reasonable accommodations for employees with disabilities
• A statement letting job seekers and employees know about required background checks and/or drug testing

Statements like these will help protect your organization from liability and help job seekers go into the recruitment process and employment experience with eyes wide open.

Other Information to Include

Depending on the nature of the position and your organization, you may want to go above and beyond the essential elements listed above and include other information in your job descriptions, such as:

• Typical work hours
• Travel requirements
• Physical requirements for the role (e.g., being able to lift 50 lbs or stand for multiple hours at a time)
• Workplace safety considerations
• Application instructions (if not provided elsewhere)

We’ve put together a free job description template featuring all the essential elements discussed in the previous section. Download this template and adapt it to your organization’s needs as you create your own job descriptions!

Note that this format is just one way to organize your job descriptions. Feel free to get creative with how your organization formats its own job descriptions, as long as they’re clear and concise.

Now that you know why job descriptions are important and the necessary details you’ll need to include, you might think you’re ready to start crafting your own. However, there are a couple of other considerations and best practices you should keep in mind:

1. Brush up on writing best practices.

Though much of job description writing involves listing responsibilities and inputting specific statements or disclaimers your organization may already use, you should still be aware of writing best practices when creating a job description. Keep the following in mind:

• Use action verbs such as manage, develop, or coordinate when listing out specific duties and responsibilities to convey the sense that each duty drives impact for your organization.
• Get creative with how you describe your internal culture. For instance, a statement like “inclusive and fun-loving” works, but something like “We believe co-workers should enjoy their time together—whether working on a project or chatting at our monthly happy hour events” can be much more illuminating for job seekers wanting to understand your organization.
• Avoid jargon. Don’t use too much industry-specific or company-specific jargon. For instance, it may be normal for your team to say something like “run it up the flagpole,” but the phrase might not make sense to an outsider. Lean into more universal language in your job descriptions.
• Proofread and edit. This likely goes without saying, but your organization’s reputation as a professional employer will likely take a hit if your job descriptions are difficult to understand or riddled with typos.

It’s a good idea to have a few people review your finished job descriptions before you post them. They can provide you with useful feedback for tightening up your writing and ensuring the open position at your organization sounds like one people will want to apply for.

2. Frequently update your job descriptions.

Because of the many roles that job descriptions play in an organization, it’s essential to keep them up to date. Forgetting to update your descriptions on a regular basis can result in applicant confusion or even turn away prospective employees who might be looking for something specific you only recently changed.

An ideal approach is to review job description content in three contexts: during your performance appraisal period, before you begin actively hiring, and on a rotating two-to-three-year cycle.

Other opportunities for job description reviews are:

• When an incumbent is promoted
• During an exit interview

With many touchpoints along the way, keeping descriptions up to date shouldn’t take up an inordinate amount of your team’s time.

3. Be inclusive.

With the newer working generations tending to care more about job quality and happiness than previous generations, the way you craft your job descriptions and the wording you choose can have a direct impact on how employees feel about their jobs.

Specifically, special consideration for inclusiveness needs to be made in writing job descriptions, especially for recruitment purposes. Here are some tips from Monster :

Remove gender-coded words.

Avoid the common mistake of using words that indicate a male or female audience. For instance:

• Female-coded words include variations of agree, empath, sensitive, affectionate, feel, support, collaborate, honest, trust, commit, interpersonal, understand, compassion, nurture, and share
• Male-coded words include variations of aggressive, confident, fearless, ambitious, decisive, head-strong, assertive, defend, independent, battle, dominant, outspoken, challenge, driven, and superior

Avoid gender bias.

Research shows that women often will only apply for jobs where they meet 100% of the qualifications. To help reduce this issue, consider eliminating requirements that are not essential. For example, don’t ask for experience with specific software packages if training can be easily provided for the position. Generalize transferable skills and clearly outline which qualifications are required and which are preferred.

Eliminate racial bias.

Racial bias can be implicit. To avoid this in your job description writing, keep these tips in mind:

• Never mention race or national origin.
• Avoid phrases such as “strong English language skills” or “clean-shaven” as they could deter qualified non-native English speakers or candidates whose faith requires facial hair.
• Don’t use phrases such as “cultural fit.” Instead, use “value alignment.”

Consider experience.

The mixed-generation workforce is already here, so it is imperative that job descriptions remain age-bias-free. Avoid phrasing such as:

• Young and energetic
• Digital native
• Athletic or athletically-inclined
• No more than X years of experience
• Supplement your retirement income

Be mindful of disabled workers.

Communicate that your organization welcomes and values all people by using phrasing such as “ability to complete tasks with or without reasonable accommodations.”

Unconscious biases influence many of our everyday interactions and decisions. Left unchecked, this risks HR professionals and organizational leaders creating unintended environmental challenges in the workplace.

4. Perform a job analysis and compensation survey.

Sometimes, you can get stuck working on what you might assume to be the most straightforward parts of a job description: responsibilities and compensation. How might you get over this hump? With a job analysis and a compensation survey!

A job analysis is the process of gathering, examining, and interpreting data about a specific role. The results should supply accurate information about the job so that an organization can manage and regulate it efficiently. It also should reveal the specific duties and responsibilities of the role.

Performing a job analysis includes the following steps:

• Interviewing employees to find out exactly what tasks are being performed in each role
• Observing how tasks are performed
• Having employees fill out questionnaires or worksheets
• Collecting data on jobs from other resources such as salary surveys and the Occupational Outlook Handbook

A compensation survey is a popular method of determining a fair employee compensation strategy. The results can provide key insights into a role and its pay, helping management and HR evaluate the best way to compensate that employee.

Compensation surveys typically involve analyzing these forms of compensation data:

• Base salaries
• Increase percentages/amounts
• Merit increases
• Salary ranges
• Starting salaries
• Incentives and bonuses
• Allowances and benefits
• Working hours

You may be able to purchase existing compensation survey results for your sector, or you can partner with an HR consultant to conduct a survey that aligns with your organization’s unique needs and job roles.

5. Create and update job descriptions in your performance management software.

Creating concrete job descriptions for each role at your business and then being able to update them as needed is the foundation of all of your broader HR processes.

Modern talent management software can not only organize all of your job descriptions but also allow you to easily update them and view roles in the grand scheme of your hierarchy. Some solutions can even help you remain legally compliant by making it easy to explore FLSA implications and attach role-specific documentation to each description.

If your company or nonprofit organization has grown, your job descriptions are out of date, or you’re having trouble getting started with a job analysis, contact the HR consultants at Astron Solutions !

Not only can we help create compelling and engaging job descriptions to attract top talent, but we also can assist with performing any necessary job analyses or compensation surveys. We even offer a dedicated web-based talent management system with a specific job description module.

Wrapping Up

A job description is so much more than just a few lines of text on a job posting website. It’s imperative that you put careful thought and consideration into writing compelling job descriptions. Following the guidance above can put you on the right track!

Also, be mindful of your job description success. If you find that many job applicants are asking the same follow-up questions or that your job descriptions are slowing down essential processes like performance reviews, it’s likely time for an update.

Want to learn more about the world of HR? Check out these resources:

• Nonprofit Human Resources: The Full Guide & Best Practices. It’s a common misconception that nonprofits don’t need HR. Learn about everything that goes into nonprofit HR management.
• Compensation Consulting: A Full Rundown & Recommended Firms. A compensation consultant can help your organization refine its approach to pay and benefits. Get our list of top firms in this guide!
• Nonprofit Human Resources Consultants: The Definitive Guide. Sometimes, a third-party HR expert can make a world of difference to a nonprofit’s efforts to be a great employer. Learn more here!

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• Career Blog

Job Description: Describing Your Current Duties [Examples]

A job description is a formal written document that outlines the duties, responsibilities, requirements, and qualifications for a particular job. It is an essential component of any hiring process, as it provides potential candidates with a clear understanding of what is expected of them.

Describing your current duties is necessary because it allows you to reflect on your role and assess whether you are meeting your goals and responsibilities. Additionally, it enables you to communicate your job responsibilities to your employer, colleagues, and potential future employers.

A well-written job description can benefit both you and your employer. For employers, a good job description provides a blueprint for recruiting, hiring, and managing employees. It ensures that all employees understand their roles and responsibilities and helps prevent conflicts and misunderstandings.

For employees, a well-written job description can help them understand what is expected of them and how they fit into the larger picture of the organization. It can also be a useful tool for career development, as it outlines the skills, experience, and qualifications required for advancement.

In this article, we will explore the importance of job descriptions, why describing your current duties is necessary, and how a well-written job description can benefit you and your employer. We will also provide examples of effective job descriptions to help you create or revise your own.

What is a Job Description?

A job description is a formal document that outlines the duties, responsibilities, skills, qualifications, and experience required for a specific job position. It serves as a vital tool for employers and employees alike, as it helps clarify the expectations and requirements of the role.

Definition and purpose of a job description

In simple terms, a job description is a written statement that describes a job’s main objectives and responsibilities. Its primary purpose is to provide potential candidates with a clear understanding of the job’s duties and requirements. A job description helps employers attract candidates who possess the necessary skills and qualifications to perform the job effectively.

Moreover, a job description serves as a tool for managers and HR personnel to evaluate employee performance. By aligning an employee’s duties, goals, and expectations with the job description, they can determine if the employee is meeting their targets and identify areas for improvement.

Components of a job description

A well-written job description contains the following components:

• Job Title : The name of the job position.
• Job Summary : A brief overview of the job’s main responsibilities, tasks, and goals.
• Job Duties : A comprehensive list of the tasks and responsibilities required to perform the job effectively.
• Qualifications : A detailed list of the necessary qualifications, experience, and skills required to perform the job.
• Physical Demands and Working Conditions : A summary of the physical demands and work environment associated with the job.

How a job description differs from a job posting

While a job description and a job posting may appear similar, there are key differences between the two:

• Purpose : A job description is an internal document used by employers to describe a job and its requirements. A job posting, on the other hand, is a public advertisement used to attract candidates to apply for the job.
• Content : A job description presents a comprehensive overview of the job’s duties, responsibilities, and requirements. A job posting, on the other hand, is a condensed version of the job description that highlights key qualifications, experience, and skills required for the job.
• Length : A job description is typically longer and more detailed than a job posting.
• Publication : A job description is usually circulated internally amongst employees and management, while a job posting is published externally on job boards and career websites.

A job description serves as an essential tool for employers and employees alike, helping to clarify job requirements, evaluate employee performance, and attract qualified candidates to the job position. By understanding the components of a job description and its purpose, organizations can create more effective and informative job descriptions that support their HR goals.

Benefits of Describing Job Duties

One of the most important aspects of any job is having a clear understanding of your responsibilities and what is expected of you. This is why job descriptions are so important. Not only do they help candidates understand the nature of the position they’re applying for, but they also help to form a foundation of communication and expectation between employer and employee. In this section, we will discuss four benefits of clearly describing job duties.

Improved communication between employer and employee

When job duties are clearly outlined, it reduces the chances of misunderstandings and promotes better communication between the employer and employee. Both parties are aware of their roles and responsibilities, making it easier to discuss expectations, as well as any areas of concern. This is beneficial not only for day-to-day interactions but also for performance evaluations and other assessments. Clear communication saves time and reduces the risk of errors or misunderstandings.

Clarity on roles and responsibilities

By detailing job duties, employees can better understand what is expected of them in terms of their role and responsibilities. This, in turn, can help to reduce work-related stress and contribute positively to job satisfaction. When employees have a clear understanding of their role, they can better plan and accomplish their tasks, which leads to increased productivity.

Enhanced evaluation and performance management

Describing job duties enables employers to carry out better performance evaluations since it provides clear parameters for measuring employee success. This, in turn, positions employees to receive constructive feedback that enables them to improve their work. Performance evaluations help employees understand how they’re performing within the expectation of the company and can help employers identify areas where employees need additional support or training. Clear job descriptions promote accountability and highlight performance expectations, which ultimately contribute to organizational productivity and success.

Legal compliance

At times, job descriptions play an important role in legal compliance. For example, job descriptions establish a framework for identifying job-related requirements such as necessary qualifications, physical limitations, and duties that involve health and safety risks. Clear job descriptions help to ensure compliance with federal and state laws by outlining requirements for legal and regulatory purposes. By ensuring that job descriptions meet all legal requirements, employers can protect themselves against potential discrimination or wrongful termination lawsuits.

Clearly describing job duties is critical to promoting effective communication, ensuring clarity of roles and responsibilities, improving evaluation and performance management, and ensuring legal compliance. By encouraging clear job descriptions, employers can ensure employees are well informed, productive, and that the business is maintaining legal compliance.

Types of Job Descriptions

When it comes to writing a job description, there are several types to choose from. Each type has its own unique purpose and approach.

Generic and Specific Job Descriptions

The most common type of job description is a generic description. This type of description provides a general overview of the job responsibilities, requirements, and qualifications. It is often used when posting job openings to attract a large pool of candidates.

On the other hand, a specific job description is more detailed and tailored to a particular position. It outlines the specific duties, responsibilities, and requirements of the job. This type of description is useful when hiring for a highly specialized or technical role.

Functional Job Descriptions

Functional job descriptions focus on the functions and responsibilities of the role, rather than the specific tasks that the employee will perform. This type of description is useful for roles that have a broad scope of responsibilities or involve a wide range of tasks.

Functional descriptions also allow for flexibility in the role, as employees can take on different tasks within their function as needed.

Competency-Based Job Descriptions

Competency-based job descriptions focus on the skills and competencies required for the role. It identifies the knowledge and abilities needed, as well as the behaviors that will lead to success in the role.

This type of description is useful for hiring for roles that require a particular set of skills or attributes. It can also be useful in developing career paths and opportunities for employees.

Sample Job Descriptions

To give you an idea of what a job description might look like, here are a few sample descriptions:

Marketing Manager

• Develop and execute marketing strategies and campaigns to drive awareness and engagement
• Manage a team of marketing professionals to achieve goals and objectives
• Analyze market trends and data to inform marketing decisions
• Collaborate with cross-functional teams to develop and implement marketing initiatives
• Manage budgets and allocate resources to drive maximum ROI

Software Engineer

• Design, develop, and maintain software applications and systems
• Write code and test software to ensure functionality and stability
• Analyze user requirements and provide solutions to meet their needs
• Collaborate with cross-functional teams to identify and resolve technical issues
• Stay up-to-date with emerging trends and technologies in software development

Customer Service Representative

• Respond to customer inquiries and resolve issues in a timely and professional manner
• Maintain a high level of product knowledge to provide effective support
• Identify opportunities to improve the customer experience and make recommendations
• Document customer interactions and feedback to inform process improvements
• Work collaboratively with other team members to meet and exceed customer satisfaction goals

The type of job description you choose will depend on your organization’s specific needs and the role you are hiring for. But regardless of the type of description, it’s essential to be clear, concise, and comprehensive to attract the right candidates and set expectations for success in the role.

How to Write a Job Description

When crafting a job description, it’s important to ensure that it accurately reflects the role, requirements, and responsibilities of the job. Below is a step-by-step guide to writing an effective job description, along with tips for identifying essential job duties and qualifications.

Step-by-Step Guide

• Start with a clear job title that accurately reflects the role.
• Write an attention-grabbing job summary that highlights the key duties and requirements of the job.
• Create a detailed list of job duties and responsibilities. Ensure that these are specific, measurable, and achievable.
• Identify the essential qualifications and required experience for the job.
• Highlight any additional preferred or desirable qualifications that could be relevant to the role.

Tips for Identifying Essential Job Duties and Qualifications

• Consult with current employees to identify key job duties and responsibilities. Consider using surveys or performance reviews to gather this information.
• Review similar job descriptions within the industry to gain a better understanding of what is required for the role.
• Identify any exceptional or unique qualifications that may be required for the role.
• Consider the long-term goals and objectives of the organization when identifying essential duties and qualifications.
• Ensure that the job description is compliant with all legal and ethical requirements.

By following these simple steps and tips, you can create a job description that accurately reflects the role and requirements of the job, and attracts the right candidates.

Examples of Job Descriptions

In this section, we will provide some sample job descriptions from various industries to help you better understand how to write a job description that accurately reflects the duties and responsibilities of a position.

Samples of Job Descriptions for Different Industries

• Sales Manager Job Description:

Title: Sales Manager Location: San Francisco Reports to: Director of Sales

Responsibilities:

• Develop and implement sales strategies to increase revenue and market share
• Manage and oversee sales team to ensure that sales goals are met
• Analyze sales data and make recommendations for improvement
• Build relationships with key clients and stakeholders
• Collaborate with marketing and other teams to develop and execute campaigns
• Stay up-to-date with industry trends and market conditions

Qualifications:

• Bachelor’s degree (Business, Marketing, or related field)
• 5+ years of experience in sales management
• Proven track record of meeting or exceeding sales goals
• Strong leadership and communication skills
• Excellent analytical and problem-solving abilities
• Software Engineer Job Description:

Title: Software Engineer Location: New York City Reports to: Director of Engineering

• Design and develop software applications using various programming languages
• Collaborate with cross-functional teams (engineering, product, design) to create innovative solutions
• Write clean, efficient, and well-documented code
• Conduct code reviews and provide feedback to other engineers
• Troubleshoot and fix bugs and other technical issues
• Stay up-to-date with emerging technologies and industry trends
• Bachelor’s degree (Computer Science, Engineering, or related field)
• 3+ years of experience in software engineering
• Proficiency in programming languages such as Java, Python, or C++
• Strong problem-solving and analytical skills
• Ability to work independently and in a team environment
• Excellent written and verbal communication skills

How to Customize a Job Description to Fit Your Needs

When crafting a job description, it’s important to tailor it to suit your specific business needs. Here are some tips on how to customize a job description:

Define the role: Start by identifying the core responsibilities and skills required for the position. This information can be gathered by reviewing similar job descriptions, interviewing current employees, and conducting a job analysis.

Use clear and concise language: Avoid jargon and technical language that may not be immediately understood by applicants. Use simple and straightforward language to ensure that the job description is easily accessible to all potential candidates.

Highlight your company culture: Describe your company’s culture and values in the job description to attract candidates who are a good fit for your organization. Highlighting your company culture can also help to reduce turnover by attracting employees who are more likely to thrive in your workplace environment.

Be specific and detailed: Include specific qualifications, experience, and skills required for the position.

Common Mistakes to Avoid

When crafting a job description, it’s important to avoid some common mistakes that can hinder your efforts. Here are some things to keep in mind:

Overgeneralizing job duties:  It’s easy to fall into the trap of describing your job duties in broad, generic terms. However, this can lead to confusion about what the role actually entails. Instead, be as specific as possible about the tasks you perform and the skills required to do them well.

Focusing too much on technical skills:  While technical skills may be important for some jobs, they shouldn’t be the sole focus of your job description. It’s important to also describe the soft skills and personal qualities needed to be successful in the role.

Excluding essential information:  Don’t forget to include all the key details about the position, such as the expected hours, salary range, and any benefits or perks. Leaving out important information can make the job less attractive to potential candidates.

By avoiding these common mistakes, you can create a job description that accurately reflects the role and attracts the right candidates. Remember to keep it concise and to the point, while providing all the essential information necessary for interested applicants.

Updating Your Job Description

When it comes to job descriptions, keeping them updated is important in ensuring that they accurately reflect the current duties and responsibilities of the position. So how often should your job description be updated?

There is no one-size-fits-all answer to this question as it largely depends on the nature of the role and the organization’s policies. However, as a general rule, it is recommended to review and update your job description at least once a year or whenever there are significant changes to your role.

Some common scenarios that may require an update to your job description include:

• Promotion or change in job title
• Change in reporting structure or department
• Addition or removal of major job duties or responsibilities
• Introduction of new technology or software
• Change in company policies or procedures

Updating your job description helps you stay aligned with your employer’s expectations and ensures that your role remains in line with other similar roles within the organization. It can also help you identify areas of growth or development that you may want to pursue in order to strengthen your skills and competencies.

To update an existing job description, start by reviewing the current document and noting any changes that have occurred since it was last updated. This may involve meeting with your manager to discuss any changes to your role, responsibilities, or performance expectations.

Be sure to review the job description with a critical eye and ensure that it accurately reflects your current duties and responsibilities. Additionally, consider any new skills or qualifications that you have acquired since the last update and make note of them in the revised document.

Updating your job description is an essential part of ensuring that your role remains relevant and aligned with your employer’s expectations. By staying on top of this task, you can help maximize your performance and achieve success within your organization.

Using Your Job Description

A job description is more than just a list of duties and responsibilities; it can also be a powerful tool for career development, performance evaluation, and job search success.

Career Development

Your job description can give you a clear understanding of the skills and knowledge required for your current role. Take the time to review your job description and identify areas where you may want to develop your skills further. Use this information to create a plan for professional development and seek out opportunities for training or education. This proactive approach can help you stay current and relevant in your field and pave the way for future career advancement.

Performance Evaluation

Your job description can serve as a roadmap for assessing your performance on the job. Take a close look at your job description and evaluate how well you are meeting the expectations outlined therein. This exercise can help you identify areas where you are excelling and highlight areas where you may need to improve. Be sure to discuss these findings with your supervisor during performance evaluations or check-ins to help you set meaningful goals and improve your overall performance.

Your job description can also be a valuable tool during a job search. When crafting your resume and cover letter, read through your job description carefully and highlight the duties and responsibilities that align with the requirements of the job you are applying for. This can help you tailor your application to the needs of the employer and demonstrate why you are a good fit for the role. Additionally, reviewing your job description before an interview can help you prepare answers to common interview questions and speak confidently about how your current duties and responsibilities have prepared you for the new role.

Your job description is an essential tool that can support your career development, guide your performance evaluations, and assist you in finding your next job. By taking the time to review and use your job description in strategic ways, you can leverage its power to achieve your career goals.

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Term Paper – Format, Examples and Writing Guide

Table of Contents

Definition:

Term paper is a type of academic writing assignment that is typically assigned to students at the end of a semester or term. It is usually a research-based paper that is meant to demonstrate the student’s understanding of a particular topic, as well as their ability to analyze and synthesize information from various sources.

Term papers are usually longer than other types of academic writing assignments and can range anywhere from 5 to 20 pages or more, depending on the level of study and the specific requirements of the assignment. They often require extensive research and the use of a variety of sources, including books, articles, and other academic publications.

Term Paper Format

The format of a term paper may vary depending on the specific requirements of your professor or institution. However, a typical term paper usually consists of the following sections:

• Title page: This should include the title of your paper, your name, the course name and number, your instructor’s name, and the date.
• Abstract : This is a brief summary of your paper, usually no more than 250 words. It should provide an overview of your topic, the research question or hypothesis, your methodology, and your main findings or conclusions.
• Introduction : This section should introduce your topic and provide background information on the subject. You should also state your research question or hypothesis and explain the importance of your research.
• Literature review : This section should review the existing literature on your topic. You should summarize the key findings and arguments made by other scholars and identify any gaps in the literature that your research aims to address.
• Methodology: This section should describe the methods you used to collect and analyze your data. You should explain your research design, sampling strategy, data collection methods, and data analysis techniques.
• Results : This section should present your findings. You can use tables, graphs, and charts to illustrate your data.
• Discussion : This section should interpret your findings and explain what they mean in relation to your research question or hypothesis. You should also discuss any limitations of your study and suggest areas for future research.
• Conclusion : This section should summarize your main findings and conclusions. You should also restate the importance of your research and its implications for the field.
• References : This section should list all the sources you cited in your paper using a specific citation style (e.g., APA, MLA, Chicago).
• Appendices : This section should include any additional materials that are relevant to your study but not essential to your main argument (e.g., survey questions, interview transcripts).

Structure of Term Paper

Here’s an example structure for a term paper:

I. Introduction

A. Background information on the topic

B. Thesis statement

II. Literature Review

A. Overview of current literature on the topic

B. Discussion of key themes and findings from literature

C. Identification of gaps in current literature

III. Methodology

A. Description of research design

B. Discussion of data collection methods

C. Explanation of data analysis techniques

IV. Results

A. Presentation of findings

B. Analysis and interpretation of results

C. Comparison of results with previous studies

V. Discussion

A. Summary of key findings

B. Explanation of how results address the research questions

C. Implications of results for the field

VI. Conclusion

A. Recap of key points

B. Significance of findings

C. Future directions for research

VII. References

A. List of sources cited in the paper

How to Write Term Paper

Here are some steps to help you write a term paper:

• Choose a topic: Choose a topic that interests you and is relevant to your course. If your professor has assigned a topic, make sure you understand it and clarify any doubts before you start.
• Research : Conduct research on your topic by gathering information from various sources such as books, academic journals, and online resources. Take notes and organize your information systematically.
• Create an outline : Create an outline of your term paper by arranging your ideas and information in a logical sequence. Your outline should include an introduction, body paragraphs, and a conclusion.
• Write a thesis statement: Write a clear and concise thesis statement that states the main idea of your paper. Your thesis statement should be included in your introduction.
• Write the introduction: The introduction should grab the reader’s attention, provide background information on your topic, and introduce your thesis statement.
• Write the body : The body of your paper should provide supporting evidence for your thesis statement. Use your research to provide details and examples to support your argument. Make sure to organize your ideas logically and use transition words to connect paragraphs.
• Write the conclusion : The conclusion should summarize your main points and restate your thesis statement. Avoid introducing new information in the conclusion.
• Edit and proofread: Edit and proofread your term paper carefully to ensure that it is free of errors and flows smoothly. Check for grammar, spelling, and punctuation errors.
• Format and cite your sources: Follow the formatting guidelines provided by your professor and cite your sources properly using the appropriate citation style.
• Submit your paper : Submit your paper on time and according to the instructions provided by your professor.

Term Paper Example

Here’s an example of a term paper:

Title : The Role of Artificial Intelligence in Cybersecurity

As the world becomes more digitally interconnected, cybersecurity threats are increasing in frequency and sophistication. Traditional security measures are no longer enough to protect against these threats. This paper explores the role of artificial intelligence (AI) in cybersecurity, including how AI can be used to detect and respond to threats in real-time, the challenges of implementing AI in cybersecurity, and the potential ethical implications of AI-powered security systems. The paper concludes with recommendations for organizations looking to integrate AI into their cybersecurity strategies.

Introduction :

The increasing number of cybersecurity threats in recent years has led to a growing interest in the potential of artificial intelligence (AI) to improve cybersecurity. AI has the ability to analyze vast amounts of data and identify patterns and anomalies that may indicate a security breach. Additionally, AI can automate responses to threats, allowing for faster and more effective mitigation of security incidents. However, there are also challenges associated with implementing AI in cybersecurity, such as the need for large amounts of high-quality data, the potential for AI systems to make mistakes, and the ethical considerations surrounding the use of AI in security.

Literature Review:

This section of the paper reviews existing research on the use of AI in cybersecurity. It begins by discussing the types of AI techniques used in cybersecurity, including machine learning, natural language processing, and neural networks. The literature review then explores the advantages of using AI in cybersecurity, such as its ability to detect previously unknown threats and its potential to reduce the workload of security analysts. However, the review also highlights some of the challenges associated with implementing AI in cybersecurity, such as the need for high-quality training data and the potential for AI systems to be fooled by sophisticated attacks.

Methodology :

To better understand the challenges and opportunities associated with using AI in cybersecurity, this paper conducted a survey of cybersecurity professionals working in a variety of industries. The survey included questions about the types of AI techniques used in their organizations, the challenges they faced when implementing AI in cybersecurity, and their perceptions of the ethical implications of using AI in security.

The results of the survey showed that while many organizations are interested in using AI in cybersecurity, they face several challenges when implementing these systems. These challenges include the need for high-quality training data, the potential for AI systems to be fooled by sophisticated attacks, and the difficulty of integrating AI with existing security systems. Additionally, many respondents expressed concerns about the ethical implications of using AI in security, such as the potential for AI to be biased or to make decisions that are harmful to individuals or society as a whole.

Discussion :

Based on the results of the survey and the existing literature, this paper discusses the potential benefits and risks of using AI in cybersecurity. It also provides recommendations for organizations looking to integrate AI into their security strategies, such as the need to prioritize data quality and to ensure that AI systems are transparent and accountable.

Conclusion :

While there are challenges associated with implementing AI in cybersecurity, the potential benefits of using these systems are significant. AI can help organizations detect and respond to threats more quickly and effectively, reducing the risk of security breaches. However, it is important for organizations to be aware of the potential ethical implications of using AI in security and to take steps to ensure that these systems are transparent and accountable.

References:

• Alkhaldi, S., Al-Daraiseh, A., & Lutfiyya, H. (2019). A Survey on Artificial Intelligence Techniques in Cyber Security. Journal of Information Security, 10(03), 191-207.
• Gartner. (2019). Gartner Top 10 Strategic Technology Trends for 2020. Retrieved from https://www.gartner.com/smarterwithgartner/gartner-top-10-strategic-technology-trends-for-2020/
• Kshetri, N. (2018). Blockchain’s roles in meeting key supply chain management objectives. International Journal of Information Management, 39, 80-89.
• Lipton, Z. C. (2018). The mythos of model interpretability. arXiv preprint arXiv:1606.03490.
• Schneier, B. (2019). Click Here to Kill Everybody: Security and Survival in a Hyper-Connected World. WW Norton & Company.
• Wahab, M. A., Rahman, M. S., & Islam, M. R. (2020). A Survey on AI Techniques in Cybersecurity. International Journal of Scientific & Engineering Research, 11(2), 22-27.

When to Write Term Paper

A term paper is usually a lengthy research paper that is assigned to students at the end of a term or semester. There are several situations when writing a term paper may be required, including:

• As a course requirement: In most cases, a term paper is required as part of the coursework for a particular course. It may be assigned by the instructor as a way of assessing the student’s understanding of the course material.
• To explore a specific topic : A term paper can be an excellent opportunity for students to explore a specific topic of interest in-depth. It allows them to conduct extensive research on the topic and develop their understanding of it.
• To develop critical thinking skills : Writing a term paper requires students to engage in critical thinking and analysis. It helps them to develop their ability to evaluate and interpret information, as well as to present their ideas in a clear and coherent manner.
• To prepare for future academic or professional pursuits: Writing a term paper can be an excellent way for students to prepare for future academic or professional pursuits. It can help them to develop the research and writing skills necessary for success in higher education or in a professional career.

Purpose of Term Paper

The main purposes of a term paper are:

• Demonstrate mastery of a subject: A term paper provides an opportunity for students to showcase their knowledge and understanding of a particular subject. It requires students to research and analyze the topic, and then present their findings in a clear and organized manner.
• Develop critical thinking skills: Writing a term paper requires students to think critically about their subject matter, analyzing various sources and viewpoints, and evaluating evidence to support their arguments.
• Improve writing skills : Writing a term paper helps students improve their writing skills, including organization, clarity, and coherence. It also requires them to follow specific formatting and citation guidelines, which can be valuable skills for future academic and professional endeavors.
• Contribute to academic discourse : A well-written term paper can contribute to academic discourse by presenting new insights, ideas, and arguments that add to the existing body of knowledge on a particular topic.
• Prepare for future research : Writing a term paper can help prepare students for future research, by teaching them how to conduct a literature review, evaluate sources, and formulate research questions and hypotheses. It can also help them develop research skills that they can apply in future academic or professional endeavors.

Advantages of Term Paper

There are several advantages of writing a term paper, including:

• In-depth exploration: Writing a term paper allows you to delve deeper into a specific topic, allowing you to gain a more comprehensive understanding of the subject matter.
• Improved writing skills: Writing a term paper involves extensive research, critical thinking, and the organization of ideas into a cohesive written document. As a result, writing a term paper can improve your writing skills significantly.
• Demonstration of knowledge: A well-written term paper demonstrates your knowledge and understanding of the subject matter, which can be beneficial for academic or professional purposes.
• Development of research skills : Writing a term paper requires conducting thorough research, analyzing data, and synthesizing information from various sources. This process can help you develop essential research skills that can be applied in many other areas.
• Enhancement of critical thinking : Writing a term paper encourages you to think critically, evaluate information, and develop well-supported arguments. These skills can be useful in many areas of life, including personal and professional decision-making.
• Preparation for further academic work : Writing a term paper is excellent preparation for more extensive academic projects, such as a thesis or dissertation.

About the author

Muhammad Hassan

Researcher, Academic Writer, Web developer

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10 Examples of Awesome Job Descriptions (and Why!) (2024 Update)

Wow, are you are seeing how fast job descriptions are changing these days? Fasten your seat belts as we look at 10 that are awesome — and the reasons why!

You can create job descriptions like the ones below through Ongig’s Candidate Experience Software  and Text Analyzer . For tips on writing job descriptions, check out How to Write a Job Description — Best Practices & Examples .

If you’re interested in how cutting edge companies’ job descriptions look these days, look no further than Uber’s job description landing pages to attract drivers (after all, they are doing the largest talent rollout in history ).

This is an evergreen job  (they need tons of people for one role), so Uber invests a ton in such landing pages as the one below for drivers —  and there are plenty of lessons to learn. Some highlights of the Driver job description/landing page are listed below (which they do new versions of all the time):

• Headline — They are treating the driver role as a “partner”. This reminds me of how Sam Walton referred to all Wal-Mart employees as “associates”. They emphasize in the sub-headline (note: sub-headlines are effective in advertising) that you get to “be your own boss”.
• Hero Media — Showing an attract millennial with a nice hybrid car.
• Benefits are Clear — They name 4 clear benefits (money, flexibility, no boss and financing on a new car).

Deluxe’s job descriptions stand out for a few reasons:

• Recruiter Contact Info — They show the name, picture, and social media links of the recruiter for each job. There is even a YouTube video of each recruiter. Millennials and other passive candidates value this level of transparency. If you have a recruiter owning your job reqs why not show them?
• Social Proof Badge — They include a Top 100 Employer of choice award badge on every job description. Social proof is effective advertising for you every time.
• Nearby Restaurants, etc. — They have a nifty link to let candidates see nearby restaurants, gyms, schools and airports.

Glassdoor is focused on employer branding and it shows in their job descriptions:

• Video — A corporate video is on every job description at the top.
• Branding — They emphasize their company name, logo, and color scheme (see the green Apply button).
• Talent Community — They include a talent community call-to-action (this is the next best thing to a candidate clicking apply).

Growth Tribe

Growth Tribe’s “ Lead UX Instructor or Digital Designer ” job descriptions could be the world’s first NFT job ad. It is attention-grabbing because:

• Clever opener — They make a joke about “sucking at design” and tell the candidate they are short on UX designers.
• Colorful design — The NFT job posting on Rarible uses different colors, font types and sizes, and images to grab the attention of candidates.
• Unique job posting — They use a new and interesting way to stand out among other similar job descriptions by posting the job as an NFT that can be bid on.

J. Walter Thompson

J. Walter Thompson is an ad agency and it shows in their job descriptions:

• Attention-Grabbing — Their job description is so different from any other job description that it will certainly stop the candidate in their tracks. If you like mental models (I do), this is leveraging the “Law of Contrast” that all of our brains react to. Show something very different and you’re bound to get a little extra look.
• Office Pics — They include a pic of the office along with a brief description of it.
• Bonus Content — They include a right-hand rail with some extra tiles linking off to pieces about working at JWT.

Orange.jobs

We include Orange for a few reasons.

• 3-Column Format — You don’t see that often. It’s more similar to the layout of a story in a magazine (and doing that in an ad (and a job description is an ad!) is a proven advertising technique. The candidate sub-consciously thinks they are reading an article (not an ad) — that’s good for you.
• Video — They include a corporate video on every job description.
• Social Proof — They include employer of choice awards.
• Branding — The use the orange color of their logo/brand in the section headings and “Apply” button.
• Responsive Design — Notice the second image of the job description below. That’s how it looks when you look at the job description on a tablet (it goes to single column).

Here is how the job description looks on a tablet:

It pays to watch what big-time brands do with their job descriptions:

• Attention-Grabbing — They use a black background while most JDs use a white background. This leverages the law of contrast in which the candidate will pause a bit longer just because the whole layout is different (note: a drawback to this approach is that light text on dark background is harder to read than dark text on light background).
• Hero Media — They use a pic of a Pizza Hut worker (or actress). Again, folks, a job description SHOULD be a commercial — it’s an ad!
• Color Theory — You see a log of red jumping out, don’t you. They use the Pizza Hut red in their key calls-to-action such as the job search button and the Apply Now button. If you are wondering if you’re call-to-action buttons are effective, do the “squint test” — squint your eyes and see which page elements jump out at you. Pizza Hut nails it.

Texas Childrens Hospital

Texas Children’s Hospital treats its job descriptions like ads — nursing is one of the most competitive roles in the world:

• Job Title — The job title looks more like a headline via large type and white text on red background.
• Hero Media — Smiling people is always effective in advertising. It leverages the mental models of likability and social proof — proven winning techniques in advertising.
• Color Scheme — They use the brand’s red consistently throughout the JD.

Always watch what good marketers do with their job descriptions. We last wrote about Red Bull in  Look What Red Bull Did with their Taleo Job Postings to Make them Awesome  — it’s great to see them still innovating!

• Hero Media — It’s stunning. And they leverage all the brand equity put into Red Bull itself which is a cool logo and color scheme.
• Job Title Headline — They treat the job title like a headline in terms of size and color.
• Section Headings are Creative — Otherwise dull JD sections like location, experience, skills, etc. are highlighted more like you’d expect in an editorial piece (making ads look like editorial is effective!).
• Strong Use of “You Statements” — It’s always better to refer to the candidate as “you”(e.g. “Your Experience Includes” below) than it is to write “we”-type statements (e.g. “We are looking for experience in …”).

Snack Nation

Snack Nation takes a simple but effective approach to their job descriptions:

• Hero Video — A corporate video is the first thing you notice. They look like they’re having fun, right — that’s a key Snack Nation value.
• Strong “You Statements” — They use a lot of you-statements (“You” have the unique opportunity, “You” love to code, “You” have a firm grasp of…, etc.).
• Reporting To — They include who the position reports to. Do you do that? Why not? What’s more important to quality candidates than who their boss/leader will be (yet few do it)?

Essential Elements of Standout Job Descriptions (2024 Update)

When it comes to crafting a good job description, it’s crucial to include all the essential details to paint a clear picture of the role. So, this means outlining the specific duties and responsibilities of the position, along with any required qualifications or experience. A good job description serves as a useful tool for both prospective employees and current staff. Thus, providing them with a clear idea of what’s expected in today’s world.

In addition, to ensure your job description stands out and attracts top talent, consider incorporating keywords and phrases that align with the job title and industry standards. For example, if you’re hiring an administrative assistant, be sure to include terms like “office support,” “organizational skills,” and “time management” to accurately reflect the role. Also, providing contact information and details about the company culture can help candidates determine if they’re the right fit for the position.

In today’s competitive job market, it’s more important than ever to tailor your job descriptions to appeal to qualified candidates. So, by including specific terms related to the job duties, minimum qualifications, and desired skills, you can attract the right person for the role. Remember, a well-crafted job description not only helps streamline the recruitment process. But it also sets the stage for a successful hire who can contribute positively to your team.

Impactful Recruitment Strategies

Crafting impactful recruitment strategies begins with creating compelling job descriptions that resonate with potential candidates. A good job description serves as a beacon, guiding top talent to your open positions by clearly outlining the essential functions of the role and the qualifications required. Therefore, by conducting a thorough job analysis and considering environmental factors, such as industry trends and company culture, you can tailor your job descriptions to attract the right candidates.

Today, it’s not just about listing job duties. You also need to paint a picture of why your company is the best fit for prospective employees. So, highlighting your organization’s values, support services, and unique selling points can set your job descriptions apart and attract top talent. Additionally, incorporating specific terms and keywords related to the job duties and qualifications can optimize your job postings for search engines and job boards. Thus, increasing visibility to qualified candidates.

So, as you navigate the recruitment process, remember that a well-crafted job description serves as more than just a list of duties—it’s an invitation for prospective employees to join your team. Start by investing time and effort into creating compelling job descriptions. In this way, you can enhance your recruitment efforts and attract the best candidates for your open roles.

Innovation in Job Description Writing

Innovation in job description writing requires thinking outside the box and finding new ways to capture the attention of potential candidates. Therefore, instead of sticking to the same old template, some companies are getting creative with their job postings, using humor, and storytelling. Some are even using interactive elements to stand out from the crowd. 

For example, rather than listing boring bullet points, an open position for an administrative assistant might be described as the “office superhero”. They’re responsible for keeping chaos at bay and saving the day with impeccable organizational skills. Does that sound more interesting?

Nowadays, job seekers are bombarded with countless job postings, and breaking traditional norms can be the key to getting noticed. Some companies are even turning to unconventional mediums, such as social media platforms or video job descriptions, to showcase their company culture and attract top talent. So, by thinking outside the box and embracing innovation in job description writing, you too can create postings that attract the right candidates. So, to do this, your JDs must reflect the unique personality and values of your organization.

Ultimately, the goal of innovation in job description writing is to spark curiosity, engage potential candidates, and inspire them to apply. So, whether it’s through clever wordplay, eye-catching visuals, or out-of-the-box thinking, breaking traditional norms can help companies stand out in a crowded job market and find the best fit for their open roles.

Diversity and Inclusion in Job Descriptions

In today’s diverse and inclusive workplace landscape, it’s essential for job descriptions to reflect these values. So start by using inclusive language and showcasing diverse representation. Addressing the importance of diversity and inclusion in job descriptions, help companies attract a wider range of candidates and foster a more inclusive environment. For example, don’t use gender-specific pronouns or terms like “manpower.” Instead, job descriptions can use neutral language like “team members” or “personnel” to ensure inclusivity.

In addition, when job descriptions embrace diversity and inclusion they attract a more diverse pool of candidates. Also, they signal to current employees that the company values and respects all individuals. So, incorporating diverse representation in job descriptions can also help combat unconscious bias and promote fairness in the recruitment process. By creating job descriptions that are inclusive and welcoming to all, you can strengthen your employer brand. This can also help you to position yourself as a leader in diversity and inclusion.

Optimizing Job Descriptions for Today’s Workforce

The workplace landscape is rapidly evolving. As such, optimizing job descriptions is key to attracting and retaining top talent. Tailoring job descriptions to remote positions is essential in accommodating the growing trend of remote work, offering flexibility and accessibility to potential candidates. Also, including search engine optimization (SEO) techniques into job descriptions can increase visibility and ensure they reach a wider audience in today’s digital age.

Moreover, reflecting company culture within job descriptions provides candidates with insight into the values, environment, and expectations of the organization. For example, highlighting remote collaboration tools or mentioning virtual team-building activities can signal to candidates that the company values connectivity and teamwork, even in a remote setting. So, by optimizing job descriptions for today’s workforce, candidates will start seeing you as forward-thinking employers. And this will also attract top talent who are the right fit for the role and the company culture.

Do you have a favorite job description we missed?

Did we miss any great job descriptions? If you know of a job description that you feel is awesome, we’ll be glad to mention it.

Why I wrote this?

Ongig is on a mission to give you the best job descriptions. Check out Ongig’s Branded Candidate Experience software to see how we transform your job descriptions with visuals and engaging recruiting widgets. Please check out Ongig’s Text Analyzer software  if you’d like to transform the text of your job descriptions. Ongig also offers both in one complete solution. Please click the request demo link if you’d like to learn more!

March 21, 2024 by Rob Kelly in Job Descriptions

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Job Description Evaluation Report (Assessment)

Introduction, purchasing agent job description, general manager job description, justification for selecting the general manager position.

Formulation of a job description requires a proper job analysis. This entails identification of the tasks to be performed by employees (Clark 2013, pp. 5-7). It also involves classification of the skills required to perform a given task (Clark 2013, pp. 5-7). This paper examines two job descriptions and the skills required in each of them.

The purchasing agent will be required to perform the following functions. First, he or she will be required to procure equipment and office furniture. The agent will ensure that the company’s procurement rules are followed systematically during the procurement process (Edwards 2013, pp. 23-25). Second, the agent will be required to negotiate for better prices during the purchase of various goods and services.

Third, the agent will advise the management on the challenges that can affect procurement activities (Edwards 2013, p. 25). Thus, he or she will be required to prepare daily procurement reports.

Fourth, the agent will be expected to sort and file documents. Finally, the purchasing agent will investigate and solve problems associated with the procurement process. This will entail collecting and analyzing information about market trends (Edwards 2013, p. 30).

Experience and Skills Required

An applicant for this position must have at least five years experience in procurement or supply chain management. Therefore, the agent must have a comprehensive understanding of procurement policies and procedures (Edwards 2013, p. 26). He or she must have basic computer and accounting skills.

The applicant should be able to prioritize tasks, work in a busy environment, and meet set deadlines. The agent must also have excellent documentation, communication, and negotiation skills. Finally, the agent will be required to adhere to the highest level of professionalism (Edwards 2013, p. 26).

Education Background

The position requires a person with a university degree in supply chain management or procurement. However, individuals with a diploma qualification will be considered if they have at least seven years experience.

The general manager will be required to perform the following duties. First, the manager will provide leadership and forecast the company’s performance goals (Sloma 2012, p. 14). Therefore, he or she will be required to develop a new strategic plan to facilitate growth and maximize profits. Second, the general manager will be required to evaluate the performance of the company periodically (Sloma 2012, p. 14).

Third, the general manager will recommend measures to improve the performance of the company (Sloma 2012, p. 15). In this case, he or she will be expected to inform the board of directors about the performance of the company. Fourth, he or she will be responsible for building the image of the company (Sloma 2012, p. 17). Finally, the general manager will be required to attend management-training workshops regularly.

An applicant for this position must have the following skills and experience. He or she must have served in a senior management position for at least four years. The candidate must have superior skills in strategic planning and management (Sloma 2012, p. 15).

He or she must have good communication and coordination skills. The candidate must also possess proficient computer skills (Sloma 2012, p. 16). In addition, the applicant should be able to improve the company’s performance.

An applicant for this position must have a postgraduate degree in business administration or any social science. The company will also consider applicants who are currently pursuing postgraduate studies and have four years experience in management.

Personal Skills Match for the General Manager Position

My skills and academic credentials are relevant to the aforementioned job description. For instance, between 2009 and 2013, I served as a general manager in an oil company in my hometown. Therefore, I have four years experience in management. I prepared and reviewed the company’s short-term and medium-term plans. Thus, I possess good planning skills that will enable me to develop a strategic plan.

Additionally, I was in charge of organizing in-service training programs for employees. The training programs were meant to equip employees with new skills and to sensitize them on the emerging issues in the oil industry.

Through regular training programs, I managed to improve the performance of many employees. This led to an overall improvement in the performance of the company. Currently, I am pursuing a postgraduate degree in strategic management.

I have selected this position because of the following reasons. First, I have relevant academic qualification. For example, the position requires a person who is currently enrolled in a postgraduate degree program. Second, I have good mentoring skills in business administration. Moreover, I have enough experience in management.

The discussion in the foregoing paragraphs has revealed that a job description is very important. It enables a company to recruit qualified employees by developing clear job requirements. Thus, companies should always develop job descriptions for their employees to improve their performance.

Clark, M 2013, The Job Description Handbook, Bang Printing, New York.

Edwards, M 2013, Recruiting and Hiring Advice, Eagle Publishers, London.

Sloma, R 2012, No-Nonsense Management, A General Manager’s Primer, Beard Publishers, London.

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IvyPanda. (2024, April 11). Job Description Evaluation. https://ivypanda.com/essays/job-description/

"Job Description Evaluation." IvyPanda , 11 Apr. 2024, ivypanda.com/essays/job-description/.

IvyPanda . (2024) 'Job Description Evaluation'. 11 April.

IvyPanda . 2024. "Job Description Evaluation." April 11, 2024. https://ivypanda.com/essays/job-description/.

1. IvyPanda . "Job Description Evaluation." April 11, 2024. https://ivypanda.com/essays/job-description/.

Bibliography

IvyPanda . "Job Description Evaluation." April 11, 2024. https://ivypanda.com/essays/job-description/.

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How to Write a Term Paper From Start to Finish

The term paper, often regarded as the culmination of a semester's hard work, is a rite of passage for students in pursuit of higher education. Here's an interesting fact to kick things off: Did you know that the term paper's origins can be traced back to ancient Greece, where scholars like Plato and Aristotle utilized written works to explore and document their philosophical musings? Just as these great minds once wrote their thoughts on parchment, you, too, can embark on this intellectual voyage with confidence and skill.

How to Write a Term Paper: Short Description

In this article, we'll delve into the core purpose of this kind of assignment – to showcase your understanding of a subject, your research abilities, and your capacity to communicate complex ideas effectively. But it doesn't stop there. We'll also guide you in the art of creating a well-structured term paper format, a roadmap that will not only keep you on track but also ensure your ideas flow seamlessly and logically. Packed with valuable tips on writing, organization, and time management, this resource promises to equip you with the tools needed to excel in your academic writing.

Understanding What Is a Term Paper

A term paper, a crucial component of your college education, is often assigned towards the conclusion of a semester. It's a vehicle through which educators gauge your comprehension of the course content. Imagine it as a bridge between what you've learned in class and your ability to apply that knowledge to real-world topics.

For instance, in a history course, you might be asked to delve into the causes and consequences of a significant historical event, such as World War II. In a psychology class, your term paper might explore the effects of stress on mental health, or in an environmental science course, you could analyze the impact of climate change on a specific region.

Writing a term paper isn't just about summarizing facts. It requires a blend of organization, deep research, and the art of presenting your findings in a way that's both clear and analytical. This means structuring your arguments logically, citing relevant sources, and critically evaluating the information you've gathered.

For further guidance, we've prepared an insightful guide for you authored by our expert essay writer . It's brimming with practical tips and valuable insights to help you stand out in this academic endeavor and earn the recognition you deserve.

How to Start a Term Paper

Before you start, keep the guidelines for the term paper format firmly in mind. If you have any doubts, don't hesitate to reach out to your instructor for clarification before you begin your research and writing process. And remember, procrastination is your worst enemy in this endeavor. If you're aiming to produce an exceptional piece and secure a top grade, it's essential to plan ahead and allocate dedicated time each day to work on it. Now, let our term paper writing services provide you with some valuable tips to help you on your journey:

• Hone Your Topic : Start by cultivating a learning mindset that empowers you to effectively organize your thoughts. Discover how to research a topic in the section below.
• Hook Your Readers: Initiate a brainstorming session and unleash a barrage of creative ideas to captivate your audience right from the outset. Pose intriguing questions, share compelling anecdotes, offer persuasive statistics, and more.
• Craft a Concise Thesis Statement Example : If you find yourself struggling to encapsulate the main idea of your paper in just a sentence or two, it's time to revisit your initial topic and consider narrowing it down.
• Understand Style Requirements: Your work must adhere to specific formatting guidelines. Delve into details about the APA format and other pertinent regulations in the section provided.
• Delve Deeper with Research : Equipped with a clearer understanding of your objectives, dive into your subject matter with a discerning eye. Ensure that you draw from reputable and reliable sources.
• Begin Writing: Don't obsess over perfection from the get-go. Just start writing, and don't worry about initial imperfections. You can always revise or remove those early sentences later. The key is to initiate the term papers as soon as you've amassed sufficient information.

Ace your term paper with EssayPro 's expert help. Our academic professionals are here to guide you through every step, ensuring your term paper is well-researched, structured, and written to the highest standards.

Term Paper Topics

Selecting the right topic for your term paper is a critical step, one that can significantly impact your overall experience and the quality of your work. While instructors sometimes provide specific topics, there are instances when you have the freedom to choose your own. To guide you on how to write a term paper, consider the following factors when deciding on your dissertation topics :

• Relevance to Assignment Length: Begin by considering the required length of your paper. Whether it's a substantial 10-page paper or a more concise 5-page one, understanding the word count will help you determine the appropriate scope for your subject. This will inform whether your topic should be broad or more narrowly focused.
• Availability of Resources : Investigate the resources at your disposal. Check your school or community library for books and materials that can support your research. Additionally, explore online sources to ensure you have access to a variety of reference materials.
• Complexity and Clarity : Ensure you can effectively explain your chosen topic, regardless of how complex it may seem. If you encounter areas that are challenging to grasp fully, don't hesitate to seek guidance from experts or your professor. Clarity and understanding are key to producing a well-structured term paper.
• Avoiding Overused Concepts : Refrain from choosing overly trendy or overused topics. Mainstream subjects often fail to captivate the interest of your readers or instructors, as they can lead to repetitive content. Instead, opt for a unique angle or approach that adds depth to your paper.
• Manageability and Passion : While passion can drive your choice of topic, it's important to ensure that it is manageable within the given time frame and with the available resources. If necessary, consider scaling down a topic that remains intriguing and motivating to you, ensuring it aligns with your course objectives and personal interests.

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Term Paper Outline

Before embarking on the journey of writing a term paper, it's crucial to establish a well-structured outline. Be mindful of any specific formatting requirements your teacher may have in mind, as these will guide your outline's structure. Here's a basic format to help you get started:

• Cover Page: Begin with a cover page featuring your name, course number, teacher's name, and the deadline date, centered at the top.
• Abstract: Craft a concise summary of your work that informs readers about your paper's topic, its significance, and the key points you'll explore.
• Introduction: Commence your term paper introduction with a clear and compelling statement of your chosen topic. Explain why it's relevant and outline your approach to addressing it.
• Body: This section serves as the meat of academic papers, where you present the primary findings from your research. Provide detailed information about the topic to enhance the reader's understanding. Ensure you incorporate various viewpoints on the issue and conduct a thorough analysis of your research.
• Results: Share the insights and conclusions that your research has led you to. Discuss any shifts in your perspective or understanding that have occurred during the course of your project.
• Discussion: Conclude your term paper with a comprehensive summary of the topic and your findings. You can wrap up with a thought-provoking question or encourage readers to explore the subject further through their own research.

How to Write a Term Paper with 5 Steps

Before you begin your term paper, it's crucial to understand what a term paper proposal entails. This proposal serves as your way to introduce and justify your chosen topic to your instructor, and it must gain approval before you start writing the actual paper.

In your proposal, include recent studies or research related to your topic, along with proper references. Clearly explain the topic's relevance to your course, outline your objectives, and organize your ideas effectively. This helps your instructor grasp your term paper's direction. If needed, you can also seek assistance from our expert writers and buy term paper .

Draft the Abstract

The abstract is a critical element while writing a term paper, and it plays a crucial role in piquing the reader's interest. To create a captivating abstract, consider these key points from our dissertation writing service :

• Conciseness: Keep it short and to the point, around 150-250 words. No need for lengthy explanations.
• Highlight Key Elements: Summarize the problem you're addressing, your research methods, and primary findings or conclusions. For instance, if your paper discusses the impact of social media on mental health, mention your research methods and significant findings.
• Engagement: Make your abstract engaging. Use language that draws readers in. For example, if your paper explores the effects of artificial intelligence on the job market, you might begin with a question like, 'Is AI revolutionizing our work landscape, or should we prepare for the robots to take over?'
• Clarity: Avoid excessive jargon or technical terms to ensure accessibility to a wider audience.

Craft the Introduction

The introduction sets the stage for your entire term paper and should engage readers from the outset. To craft an intriguing introduction, consider these tips:

• Hook Your Audience: Start with a captivating hook, such as a thought-provoking question or a compelling statistic. For example, if your paper explores the impact of smartphone addiction, you could begin with, 'Can you remember the last time you went a whole day without checking your phone?'
• State Your Purpose: Clearly state the purpose of your paper and its relevance. If your term paper is about renewable energy's role in combating climate change, explain why this topic is essential in today's world.
• Provide a Roadmap: Briefly outline how your paper is structured. For instance, if your paper discusses the benefits of mindfulness meditation, mention that you will explore its effects on stress reduction, emotional well-being, and cognitive performance.
• Thesis Statement: Conclude your introduction with a concise thesis statement that encapsulates the central argument or message of your paper. In the case of a term paper on the impact of online education, your thesis might be: 'Online education is revolutionizing learning by providing accessibility, flexibility, and innovative teaching methods.'

Develop the Body Sections: Brainstorming Concepts and Content

Generate ideas and compose text: body sections.

The body of your term paper is where you present your research, arguments, and analysis. To generate ideas and write engaging text in the body sections, consider these strategies from our research paper writer :

• Structure Your Ideas: Organize your paper into sections or paragraphs, each addressing a specific aspect of your topic. For example, if your term paper explores the impact of social media on interpersonal relationships, you might have sections on communication patterns, privacy concerns, and emotional well-being.
• Support with Evidence: Back up your arguments with credible evidence, such as data, research findings, or expert opinions. For instance, when discussing the effects of social media on mental health, you can include statistics on social media usage and its correlation with anxiety or depression.
• Offer Diverse Perspectives: Acknowledge and explore various viewpoints on the topic. When writing about the pros and cons of genetic engineering, present both the potential benefits, like disease prevention, and the ethical concerns associated with altering human genetics.
• Use Engaging Examples: Incorporate real-life examples to illustrate your points. If your paper discusses the consequences of climate change, share specific instances of extreme weather events or environmental degradation to make the topic relatable.
• Ask Thought-Provoking Questions: Integrate questions throughout your text to engage readers and stimulate critical thinking. In a term paper on the future of artificial intelligence, you might ask, 'How will AI impact job markets and the concept of work in the coming years?'

Formulate the Conclusion

The conclusion section should provide a satisfying wrap-up of your arguments and insights. To craft a compelling term paper example conclusion, follow these steps:

• Revisit Your Thesis: Begin by restating your thesis statement. This reinforces the central message of your paper. For example, if your thesis is about the importance of biodiversity conservation, reiterate that biodiversity is crucial for ecological balance and human well-being.
• Summarize Key Points: Briefly recap the main points you've discussed in the body of your paper. For instance, if you've been exploring the impact of globalization on local economies, summarize the effects on industries, job markets, and cultural diversity.
• Emphasize Your Main Argument: Reaffirm the significance of your thesis and the overall message of your paper. Discuss why your findings are important or relevant in a broader context. If your term paper discusses the advantages of renewable energy, underscore its potential to combat climate change and reduce our reliance on fossil fuels.
• Offer a Thoughtful Reflection: Share your own reflections or insights about the topic. How has your understanding evolved during your research? Have you uncovered any unexpected findings or implications? If your paper discusses the future of space exploration, consider what it means for humanity's quest to explore the cosmos.
• End with Impact: Conclude your term paper with a powerful closing statement. You can leave the reader with a thought-provoking question, a call to action, or a reflection on the broader implications of your topic. For instance, if your paper is about the ethics of artificial intelligence, you could finish by asking, 'As AI continues to advance, what ethical considerations will guide our choices and decisions?'

Edit and Enhance the Initial Draft

After completing your initial draft, the revision and polishing phase is essential for improving your paper. Here's how to refine your work efficiently:

• Take a Break: Step back and return to your paper with a fresh perspective.
• Structure Check: Ensure your paper flows logically and transitions smoothly from the introduction to the conclusion.
• Clarity and Conciseness: Trim excess words for clarity and precision.
• Grammar and Style: Proofread for errors and ensure consistent style.
• Citations and References: Double-check your citations and reference list.
• Peer Review: Seek feedback from peers or professors for valuable insights.
• Enhance Intro and Conclusion: Make your introduction and conclusion engaging and impactful.
• Coherence Check: Ensure your arguments support your thesis consistently.
• Read Aloud: Reading your paper aloud helps identify issues.
• Final Proofread: Perform a thorough proofread to catch any remaining errors.

Term Paper Format

When formatting your term paper, consider its length and the required citation style, which depends on your research topic. Proper referencing is crucial to avoid plagiarism in academic writing. Common citation styles include APA and MLA.

If unsure how to cite term paper for social sciences, use the APA format, including the author's name, book title, publication year, publisher, and location when citing a book.

For liberal arts and humanities, MLA is common, requiring the publication name, date, and location for referencing.

Adhering to the appropriate term paper format and citation style ensures an organized and academically sound paper. Follow your instructor's guidelines for a polished and successful paper.

Term Paper Example

To access our term paper example, simply click the button below.

The timeline of events from 1776 to 1861, that, in the end, prompted the American Civil War, describes and relates to a number of subjects modern historians acknowledge as the origins and causes of the Civil War. In fact, pre-Civil War events had both long-term and short-term influences on the War—such as the election of Abraham Lincoln as the American president in 1860 that led to the Fall of Fort Sumter in April of the same year. In that period, contentions that surrounded states’ rights progressively exploded in Congress—since they were the initial events that formed after independence. Congress focused on resolving significant issues that affected the states, which led to further issues. In that order, the US’s history from 1776 to 1861 provides a rich history, as politicians brought forth dissimilarities, dissections, and tensions between the Southern US & the people of slave states, and the Northern states that were loyal to the Union. The events that unfolded from the period of 1776 to 1861 involved a series of issues because they promoted the great sectional crisis that led to political divisions and the build-up to the Civil War that made the North and the South seem like distinctive and timeless regions that predated the crisis itself.

Final Thoughts

In closing, approach the task of writing term papers with determination and a positive outlook. Begin well in advance, maintain organization, and have faith in your capabilities. Don't hesitate to seek assistance if required, and express your individual perspective with confidence. You're more than capable of succeeding in this endeavor!

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What is the Difference between a Term Paper and a Research Paper?

What is the fastest way to write a term paper, related articles.

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Job Description Term Papers Samples For Students

2 samples of this type

WowEssays.com paper writer service proudly presents to you a free collection of Job Description Term Papers designed to help struggling students deal with their writing challenges. In a practical sense, each Job Description Term Paper sample presented here may be a pilot that walks you through the important phases of the writing procedure and showcases how to pen an academic work that hits the mark. Besides, if you need more visionary assistance, these examples could give you a nudge toward an original Job Description Term Paper topic or inspire a novice approach to a threadbare subject.

In case this is not enough to slake the thirst for effective writing help, you can request customized assistance in the form of a model Term Paper on Job Description crafted by an expert from scratch and tailored to your particular requirements. Be it a simple 2-page paper or a profound, extended piece, our writers specialized in Job Description and related topics will submit it within the pre-set timeframe. Buy cheap essays or research papers now!

Job Description Cyber Security Specialist Term Paper Examples

Job Description: Cyber Security Specialist at ABC Ltd.

PART I: The JOB DESCRIPTION 1. Position Title: Cyber Security Officer (CSO)

Position Code Number: IT/CSO/001

Position summary Under the department of IT, the CSO will head the cyber security division and will responsible for policy formulation and implementation, securing the company’s network and management of all cyber security issues including the division’s budget and staff training.

2. Job Structure

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How to Write a Data Analyst Job Description: Important Skills and Role Responsibilities

Use these job description examples to guide your writing.

The terms may sound similar, but data analysts , data engineers and data scientists are actually very different roles.

Here’s the simplified version: Data analysts are responsible for collecting, cleaning, analyzing and reporting data; meanwhile, data engineers create and maintain architectural systems for collecting, storing, analyzing and managing large quantities of raw data; and finally, data scientists handle data collection, analysis and visualization — and sometimes build things like machine learning models.

To write a stellar job description for data analysts — and attract top candidates — you’ll need to understand their role more specifically. That’s where this guide comes in.

Table of Contents

What Does a Data Analyst Do?

Types of data analyst jobs.

• Data Analyst Skills 

Data Analyst Salary Information

Data analyst job description template.

Access our entire library of templates for your open roles.

Data analysts gather data across a business, analyze it and translate the results into non-technical language for team members of all backgrounds.

Data analysts are typically early in their careers and may be seeking their first job after completing a bachelor’s degree or gaining the equivalent professional experience. Common degrees include statistics, math, computer science, physics, finance, business administration, economics or a related field.

What Is a Data Analyst?

Data analysts may be responsible for building data models to organize important data for different teams across the business and for monitoring and handling data. With large quantities of data comes endless possibilities for mistakes, requiring data analysts to constantly be on the lookout for information that needs cleansing and updating.

In addition to gathering, analyzing and cleansing information, data analysts create business reports for teams and individuals across the business. They also help translate analytics into non-technical insights to help all teams make well-informed decisions based on empirical evidence.

As they progress in their careers, data analysts may continue their education and become data engineers and eventually data scientists.

There are many different careers and jobs that data analysts can hold. Some of the most common fields for data analysts to work in include healthcare, big data , market research, operations and intelligence. 

Let’s take a closer look at a few different types of data analyst jobs and what they do. 

1. Business Intelligence Analyst

The primary job of a business intelligence analyst is to extract valuable insights from company data. Someone in this role should be comfortable with SQL, analyzing data, as well as creating data models.

2. Marketing Analyst 

Marketing analysts help their team track the success of campaigns by using Google Analytics, custom reporting tools or other traffic analytics sites to determine the impact advertisements are making. Marketing analysts are key to marketing departments as they help understand what efforts are working and what advertisements to spend company money on. 

3. Transportation Logistics Specialist

Transportation logistics specialists can utilize a data analytics background in a variety of ways. This role relies heavily on the ability to identify efficient delivery routes for products and services. Someone in this role uses large datasets to eliminate transit bottlenecks. 

4. Operations Analyst 

An operations analyst’s primary job is to organize a company’s internal processes. This role focuses on general operations as well as internal reporting and product manufacturing and distribution. Operations analysts can work for nearly every type of business, including supermarket chains, delivery providers or even government agencies. 

5. Healthcare Analyst

Healthcare data analysts collect, organize and interpret data from sources like electronic health records, billing claims, cost reports and surveys. The purpose of this role is to assist healthcare providers in order to improve the quality of care, lower costs and improve patient experiences. Someone in this field might have duties like automating internal and external reports, creating data dashboards or being responsible for presenting information to hospital executives. 

Related Reading Data Analyst vs. Data Scientist: Similarities and Differences Explained

Data Analyst Skills

Data analysts employ a variety of soft and technical skills throughout their careers. Like many positions, having clear communication skills and the ability to present complex information is crucial to this role. Critical thinking skills are an essential part of many jobs, and data analysts are no exception. These soft skills are especially important to data analysts because they are often responsible for presenting data to stakeholders and other teams in ways that everyone can understand. 

Along with communication and critical thinking skills, data analysts will need to understand different visualization tools, coding languages and mathematical principles.

Top Data Analyst Skills

• Data visualization
• Data cleaning
• Critical thinking
• Communication

Coding Languages

Mastering coding languages like R and Python is important as they are standard in the industry. These languages also provide advanced analyses and predictive analytics on large data sets. Some coding languages data analysts need to know are: 

Data Visualization

A key element of a data analyst’s job is data visualization. Data visualization allows analysts to identify patterns and showcase their findings to stakeholders and other teams. This skill is crucial in shaping company decisions and roadmaps. Some data visualization tools that data analysts use include: 

• Google Analytics & Google Tag Manager
• Microsoft Power BI

Data analysts rely on databases to store, maintain and organize data. There are several types of database languages that analysts may need to learn early on in their career. SQL , one of the first database languages created in 1970, is still a standard for querying and handling data today. Some common database languages for data analysis include: 

• Apache Cassandra

Data Warehouses

Data analysts use data warehouses to perform queries and analysis on historical data. The information contained in a data warehouse can include data such as application log files and transaction applications. These tools are useful to analysts because they consolidate large datasets from many sources. Often called a “single source of truth,” a data warehouse allows a company to improve decision making based on historical insights over time. Some types of data warehouses are: 

• Amazon Redshift
• Apache Hive
• Microsoft Azure SQL Database
• Oracle Database
• Oracle Warehouse Builder
• SAP NetWeaver Business Warehouse

Data Analyst Education Requirements

Although it may be possible to get a job in data analytics without a degree, having a bachelor’s degree can help candidates stand out and is often a requirement for many positions. Majoring in data analytics in an undergraduate program is a great place to start but not all universities offer this. Some alternative majors to look into include data science, computer science, applied mathematics or statistics. 

Whatever major you choose, taking courses on statistics, calculus and linear algebra will help you develop crucial skills for your career. Computer science courses with a focus on databases and statistical software will also provide a solid background to draw from. For those that have an idea of what field they’d like to work in, it’s always a good idea to take a course or two in a specific industry like healthcare or finance. 

Obtaining a master’s degree in analytics or a related field will open up more opportunities as well as senior positions. In fact, approximately 50 percent of professionals in the data science and analytics industry hold master’s degrees. Master’s degrees can help data analysts advance their visualization skills, understand how to use data in an ethical way and learn the best practices for data security. 

More on Job Descriptions How to Write a Job Description: Data Driven Results

To help determine what candidates expect, we’ve gathered average data analyst salary information from seven major hiring markets in the United States.

• Austin, TX: $78,469
• Boston, MA: $83,313
• Chicago, IL: $78,462
• Colorado: $77,359
• Los Angeles, CA: $89,517
• New York, NY: $86,392
• Seattle, WA: $83,224

Below are some resources to help you write a job description that will attract candidates with the skills needed to be successful in their role. It includes a data analyst job description template for you to alter and customize so that it includes the necessary responsibilities and requirements while reflecting your unique company culture. 

Company Bio

Use this section to provide a high level overview of your company, culture, perks and benefits, career development opportunities and anything else that will get candidates excited about your company.

Responsibilities

• Collaborate with various stakeholders and teams including product, engineering and finance.
• Provide teams and stakeholders with actionable insights and analysis reports based on data to support decision making efforts.
• Collect data from numerous data sources, clean data and analyze data to identify trends.
• Build and analyze automated dataset dashboards to predict issues before they arise, identify bugs in data and resolve them.
• Support individual team members by creating customizable tabular or visual reports with ad hoc reporting via SQL.
• Communicate and present technical information with non-technical team members and stakeholders.

Requirements

• Bachelor’s degree in computer science, mathematics, finance, economics, statistics or a related field.
• [X] years experience working in technical data analysis, data science, data warehousing in [insert industry] or a related industry.
• Experience with designing reports and dashboards on [insert tools].
• Experience with [insert relevant databases].
• Strong knowledge of [insert coding languages].
• Excellent communication skills including written, verbal and presentation.

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Job Description, Essay Example

Pages: 2

Words: 632

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Introduction

The need for staffing arises from time to time in organizations. The human Resource management, program manager, or job analyst, then forced to come with a description of the job to release to the public to source the right personnel for the job (Council of Chief State School Officers 2008). A job description has a role of informing the interested candidate of what expected of him / her, and the requirements.

The job description

The foremost item in a job description is the company name and job title. This followed by the job description, for example, a school principal:

Company description : School xxx is a well-established school, seeking to employ a well dynamic school head to undertake the roles and responsibilities that appertains the position. Job title: School principal

Job description: The school principal is to administer and supervise school activities. He or she supposed to develop students and their skills in line with the no child left behind, to enable students to fully develop and be productive. He or she reports to the superintendent of schools.

Job Responsibilities

• Supervise the school’s instructional program while developing and monitoring a wholesome, comprehensive extracurricular program to improve the school performance
• Ensure the academic process improves by introducing in-service courses, carrying out the evaluation process, and encouraging staff to work as a team.
• Orientate new staff members, while developing an effective master schedule in order to maximize use of the skills of every faculty member.
• Collaboratively plan faculty meetings to provide in-service training, encourage staff cohesiveness, and enhance the school’s educational tone.
• Enhance a positive work environment and healthful working relationship with the students, PTA, the parents, and the community.
• Ensure that the school is physically attractive while working towards an environment that is welcoming to both the students and parents
• Improve safety measures by ensuring that all state and local laws followed, and drills held on a timely basis.

viii. Monitor the school budget and make sure that supplies delivered at the right time and that suppliers paid appropriately, thus is accountable of the cash flow balances.

• Oversee the availability of supplies, equipment, and educational materials. There hence be accountable to the superintendents of all school activities, the school budget, any changes in curriculum, and about the school personnel in general.

Job requirements, education, and experience

• Broad knowledge and experience in working at a school environment for a minimum of 10 years Excellent communication, administrative, management and leadership skills
• Degree in education or equivalent
• Those possessing a master’s degree will have an added advantage
• Specialized training in management
• An all rounded personnel

Additional information

All interested applicants should submit their applications letters, a copy of updated Curriculum Vitae, and all relevant testimonials to the email address xxxschools@xxx, on or before May 22, 2012. Note that only shortlisted candidates contacted.

Process of constructing a job description

The process of constructing a job description needs a principle understanding of a loophole in an organization that needs filling. It calls for the human resource, program managers, and job analysts to come up with the job title, and clearly describe the responsibilities that pertains the position. They then consider the minimum qualification of a person who can deliver the work responsibly. After all this, they come up with a job description template and air their advertisement.

To fish for the best candidate for an organization, the job advertisement, or rather description should be so appealing to the public (Council of Chief State School Officers 2008).In some cases, the remuneration stated just to make sure those interested do not underestimate or have extremely high expectations. In conclusion, a formal job description is extremely beneficial.

Council of Chief State School Officers. (2008). Interstate School Leaders Licensure Consortium (ISLLC): Standards for School Leaders . Retrieved April 1, 2009,from http://www.ccsso.org/content/pdfs/isllcstd.pdf

Okamoto, Kazue; Teo, Stephen T.T. (2009 ) Employment Relations Record , Vol. 9 (1), p64-82, 19p, 1

Williams, Colin C. (2010) International Journal of Human Resource Management , Vol. 21 (14), p2529-2546, 18p, 5

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Home — Essay Samples — Life — Job — The definition of job description

The Definition of Job Description

• Categories: Job

About this sample

Words: 907 |

Published: Jan 15, 2019

Words: 907 | Pages: 2 | 5 min read

• Selection, recruitment and induction
• erformance management
• Job evaluation
• to provide information necessary in determining the selection criteria;
• tell the applicant about the nature of the job;
• ensure that the new staff understand the main purpose of the job and its position in the organization.
• job description which sets out the main duties and tasks of the job
• person specification which sets out the person’s skills, knowledge and education
• Ensuring that the work handled by employees is goes with the organization’s mission
• Helping management clearly identify the most suitable staff for new duties and realigning workloads.
• Their tasks and responsibilities
• The relative importance of their duties
• How their job contribute to the mission, goals and aims of the company
• Job descriptions are used to improve a recruitment campaign that obviously expresses the responsibilities that must be completed and credentials necessary by the organization for the job;
• Based on the responsibilities , tasks and qualifications that defined in the job descriptions, it will simplify to determined interview question and hiring criteria;
• The job description helps the employee see how their position relates to other positions in the organization;
• Job description helps to identify the weakness and strength of the employee and what kind of training he needs to perform well;
• The job description can be used by the employee and the supervisor to help establish a work plan;
• Job descriptions can be used to develop a consistent salary structure, which is based on relative level of duties, responsibility and qualifications of each position in the organization;
• The job description and the work plan are used to monitor performance;
• If an employee is terminated for poor performance, an accurate, complete and up-to-date job description will help the organization defend its decision.

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Project Manager Job Description

Job Title: Project Manager

Reports to: Operations Manager

Department: Operations-Infrastructure

FLSA Classification: Salary – Exempt

Job Summary:

This position is responsible for overall management direction for construction projects.  Responsible for all phases of the construction project including but not limited to managing employees, subcontractors, owner relations, quality control, safety, schedule and executing to the project budget.

Essential Duties/Responsibilities:

• Plan, direct, and coordinate all activities for the projects assigned to ensure objectives are accomplished safely within prescribed funding and scheduling parameters.
• Monitor and control project(s) budget and schedule.
• Prepare and report project(s) costs, progress, and forecasts.
• Establish and execute project work plans.
• Maintain open communication channels with client, regulator, or other stake holders.
• Prepare and submit pay applications, Requests for Information, Purchase Orders, Submittals, Change Orders, Claims, Request for Proposals, Request for Qualifications, and any other required project related communication.
• Coordinate with Operations Manager and General Superintendent the allocation of shared resources such as personnel and equipment.
• Serve as company representative at required project meetings or hearings and prepare documentation, as necessary.
• Perform in depth review of all essential elements of projects assigned to identify challenges to mitigate or opportunities to realize.
• Supervise work performed to ensure it meets company standards and quality plan.
• Review drawings and specifications for constructability, completeness, and accuracy.
• Supervision of Project Engineers, Superintendents and Foremen, as assigned.
• Promptly respond to project ad-hoc needs.
• Enforce safety policies and procedures.
• Ensure all on-site compliance with project procedures, safety program requirements, work rules and company policies.
• Apply expert level knowledge in heavy civil construction, materials, equipment, and risk management.
• Regular attendance required according to company policy to ensure crew can operate at normal efficiency level.
• Performs other related duties as assigned.

Required Skills/Abilities:

• Excellent verbal and written communication skills.
• Excellent organizational skills and attention to detail.
• Excellent time management skills with a proven ability to meet deadlines.
• Excellent understanding of industry practices, processes, and standards.
• Strong analytical and problem-solving skills.
• Strong supervisory and leadership skills.
• Ability to prioritize tasks and to delegate them when appropriate.
• Ability to function well in a high-paced and at times stressful environment.
• Primavera P6

Education and Experience:

• Bachelor’s degree in Civil Engineering, Construction Management, or equivalent combination of technical training and/or extensive experience in construction, design, finance, and management required.
• Minimum ten (10) years of related construction experience and in managing construction projects required; with a minimum four (4) years of TXDoT experience.
• Demonstrated ability to thoroughly understand drawings and specification, general contractor & subcontractor documents, materials, means and methods.
• Valid Drivers License with a clear MVR.
• Project Management Professional (PMP) certification is plus.

Physical Requirements:

• Frequent walking on uneven surfaces, including ground in varying weather conditions.
• Regularly sit, stand, or walk short distances for up to the entire duration of a shift/workday.
• May stoop, kneel, or bend on an occasional basis.
• May reach above shoulder heights and below the waist on frequent basis.
• Occasionally climb stairs or ladders, etc.
• Regularly works near heavy equipment and moving machinery.
• Prolonged periods of sitting at a desk and working on a computer.
• Exposure to outdoor environment with machinery/equipment in the surrounding area.
• This position requires the use and operation of a personal and/or company vehicle.
• Able to wear personal protective equipment is required, including but not limited to steel toe shoes, gloves, safety glasses, hearing protection, hard hat, vest, etc.
• Able to safely operate a motor vehicle.
• Must be able to lift up to 35 pounds at times.
• Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions.

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Research Specialist – Scientific Computing

The Computing for National Security Group of the Computational Science Initiative (CSI) at Brookhaven National Laboratory (BNL) invites exceptional candidates to apply for a research specialist position in computer architecture, machine learning, and scientific computing. This position offers a unique opportunity to conduct research in emerging interdisciplinary research problems at the intersection of computer architecture, machine learning, and high-performance computing (HPC) with applications in diverse scientific domains of interest to BNL and the Department of Energy (DOE). Topics of specific interest include: (i) modeling and simulation of novel domain specific accelerators and/or memory technologies; (ii) data-driven/machine-learning-based modeling and simulation technologies and tools. The position includes access to world-class HPC resources. such as the BNL’s Advanced Computing Laboratory and other computational resources, and DOE leadership computing facilities. Access to these platforms will allow computing at scale and will ensure that the successful candidate will have the necessary resources to solve challenging DOE problems of interest.

Essential Duties and Responsibilities:

• Design and carry out original research in modeling and simulation of novel domain specific accelerators and/or memory technologies for scientific computing and/or emerging device technologies.
• Research and implement new solutions for resilient computing in distributed, data-intensive workflows in use at leading DOE experimental facilities.
• Develop, implement, and utilize data-driven/machine-learning-based approaches for computer system modeling and simulation.
• Collaborate with scientists within and outside of Brookhaven National Laboratory.
• Develop research ideas into actionable research strategies and programs.
• Present research progress and outcome at internal meetings and external conferences/workshops.
• Publish research findings in peer-reviewed journals or conference proceedings.

Required Knowledge, Skills, and Abilities:

• Bachelor’s degree in computer science, computer engineering or related field (i.e., electrical engineering, physics) and 8+ years related experience, or Master’s degree in computer science, computer engineering or related field (i.e., electrical engineering, physics) and 6+ years related experience, or Doctorate in computer science, computer engineering or related field (i.e., electrical engineering, physics) and +2 years post-PhD related experience.
• Strong knowledge and experience in modeling and/or simulation of domain specific accelerators, memory technologies, GPUs, and/or CPUs.
• Excellent research skills (e.g., evidenced by publication records in related fields) and strong research self-motivation.
• Effective interpersonal, oral and written communication skills.
• The ability to work in a collaborative environment with researchers from different scientific disciplines.

Preferred Knowledge, Skills, and Abilities:

• Experience in machine learning.
• Experience in scientific computing or modeling.
• Experience in microprocessor or system design
• Excellent programming skills, including for parallel systems

Brookhaven employees are subject to restrictions related to participation in Foreign Government Talent Recruitment Programs, as defined and detailed in United States Department of Energy Order 486.1A. You will be asked to disclose any such participation at the time of hire for review by Brookhaven. The full text of the Order may be found at: https://www.directives.doe.gov/directives-documents/400-series/0486.1-BOrder-a/@@images/file

Equal Opportunity/Affirmative Action Employer

Brookhaven Science Associates is an equal opportunity employer that values inclusion and diversity at our Lab. We are committed to ensuring that all qualified applicants receive consideration for employment and will not be discriminated against on the basis of race, color, religion, sex, sexual orientation, gender identity, national origin, age, status as a veteran, disability or any other federal, state or local protected class. BSA takes affirmative action in support of its policy and to advance in employment individuals who are minorities, women, protected veterans, and individuals with disabilities. We ensure that individuals with disabilities are provided reasonable accommodation to participate in the job application or interview process, to perform essential job functions, and to receive other benefits and privileges of employment. Please contact us to request accommodation.

*VEVRAA Federal Contractor

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GSI EARTH 222 Spring 2024

How to apply.

Brief statement of interest (short essay) describing your relevant experience, including any relevant courses you've taken, and CV.

Course Description

EARTH 222 - Introductory Oceanography explores the Earth's oceans in terms of geological, chemical, physical, and biological oceanography, with emphasis on understanding the oceans as an integrated system. We study the processes that form ocean basins, the forces that govern ocean circulation, the physical and chemical properties that influence the distribution of life, and the adaptation of organisms to their aquatic environment. We will also discuss the ocean's role in mitigating global change and the consequences for oceanic ecosystems and human society.

Class will be online and asynchronous.

Responsibilities*

This is a 0.25 grader position. Duties will include grading, assisting in general course preparation and administrative tasks, and holding office hours.

Required Qualifications*

Previous teaching experience and coursework will be taken into consideration when hiring, and preference given to students who have previously taken or served as a GSI for EARTH 222.

Desired Qualifications*

 LSA student enrolled in a graduate program.

Contact Information

 Contact Nathan Sadowsky at [email protected] with questions. Applications are due by 04/22/2024 and offers will be extended by 05/03/2024.

Decision Making Process

All positions are assigned by Associate Chair for Graduate Studies Jeroen Ritsema. The instructor of record for the course may be consulted in the process.

Selection Process

 We hope to extend an offer by 05/03/2024 or earlier. You may request the status of your application by contacting Nathan Sadowsky at [email protected] .

GEO Contract Information

The University will not discriminate against any applicant for employment because of race, creed, color, religion, national origin, ancestry, genetic information, marital status, familial status, parental status or pregnancy status, sex, gender identity or expression (whether actual or perceived), sexual orientation, age, height, weight, disability, citizenship status, veteran status, HIV antibody status, political belief, membership in any social or political organization, participation in a grievance or complaint whether formal or informal, medical conditions including those related to pregnancy, childbirth and breastfeeding, arrest record, or any other factor where the item in question will not interfere with job performance and where the employee is otherwise qualified. The University of Michigan agrees to abide by the protections afforded employees with disabilities as outlined in the rules and regulations which implement Section 504 of the Rehabilitation Act of 1973 and the Americans with Disabilities Act.

Information for the Office for Institutional Equity may be found at https://oie.umich.edu/ and for the University Ombuds at https://ombuds.umich.edu/

Unsuccessful applications will be retained for consideration in the event that there are last minute openings for available positions. In the event that an employee does not receive their preferred assignment, they can request a written explanation or an in-person interview with the hiring agents(s) to be scheduled at a mutually agreed upon time.

This position, as posted, is subject to a collective bargaining agreement between the Regents of the University of Michigan and the Graduate Employees' Organization, American Federation of Teachers, AFL-CIO 3550.

Standard Practice Guide 601.38, Required Disclosure of Felony Charges and/or Felony Convictions applies to all Graduate Student Assistants (GSAs). SPG 601.38 may be accessed online at https://spg.umich.edu/policy/601.38 , and its relation to your employment can be found in MOU 10 of your employment contract.

U-M EEO/AA Statement

The University of Michigan is an equal opportunity/affirmative action employer.