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Questions and Answers
What is a primary purpose of the job descriptions policy?
What is a primary purpose of the job descriptions policy?
- To define employee salaries
- To hire new employees
- To set an expected standard of performance (correct)
- To outline company benefits
Job descriptions should be revised at least every five years.
Job descriptions should be revised at least every five years.
False (B)
Match the following job description elements with their corresponding details:
Match the following job description elements with their corresponding details:
Duties = Tasks expected from the position Qualifications = Required skills and experience Performance appraisal = Evaluation based on job description Department head = Responsible for revision of job descriptions
What should employees do upon receiving their job description?
What should employees do upon receiving their job description?
Job descriptions are only used for hiring new employees.
Job descriptions are only used for hiring new employees.
The job description shall include:
, , , and
The job description shall include: , , , and
The Department head is responsible for maintaining approved job descriptions within his/her department
The Department head is responsible for maintaining approved job descriptions within his/her department
Job descriptions are competency-based to provide general statements of all major duties.
Job descriptions are competency-based to provide general statements of all major duties.
Approved and written job descriptions are required for all categories of staff and revised as needed or at least every (3) years by the department head with coordination of HR.
Approved and written job descriptions are required for all categories of staff and revised as needed or at least every (3) years by the department head with coordination of HR.
The job description is used when: , , and
The job description is used when: , , and
Performance appraisal must be based on the:
Performance appraisal must be based on the:
HCF department heads must adhere to only approved Job Descriptions
HCF department heads must adhere to only approved Job Descriptions
The job description is not required to be signed by hired staff and keep a signed copy of his/her file, and that staff reading the content of JD is enough for hired staff to adhere to the required tasks.
The job description is not required to be signed by hired staff and keep a signed copy of his/her file, and that staff reading the content of JD is enough for hired staff to adhere to the required tasks.
Flashcards
Job Description
Job Description
A written document outlining the duties, responsibilities, required qualifications, and reporting relationships for a specific job.
Job Description Management System
Job Description Management System
A system that ensures all employees understand the required qualifications and performance expectations for specific jobs.
Job Description Revision
Job Description Revision
Regularly revising job descriptions to ensure they reflect current needs and responsibilities.
Staffing Level Planning
Staffing Level Planning
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Employee Orientation
Employee Orientation
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Performance Appraisal Alignment
Performance Appraisal Alignment
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Competency-Based Job Descriptions
Competency-Based Job Descriptions
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Job Description Management
Job Description Management
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Study Notes
Healthcare Facility Job Description Policy
- Purpose: Establish a standardized system for job descriptions, outlining required qualifications and performance expectations for all employees. This policy aids in staffing planning, employee orientation, defining roles/responsibilities, and facilitating employee performance analysis.
Definitions
- Job Description: Written document detailing position duties, responsibilities, expected contributions, required candidate qualifications, and reporting structure.
Policy
- Mandatory Job Descriptions: All staff positions require approved, written job descriptions. Departments must update descriptions at least every three years.
- Selection Criteria: Use job descriptions for hiring, promotions, and transfers.
- Departmental Responsibilities: Department heads maintain approved job descriptions for all positions within their department.
- Competency-Based Approach: Job descriptions must be competency-based, outlining general duties, responsibilities, required skills & experience, and knowledge needed.
- Training and Orientation: Job descriptions will be used in departmental and job-specific training/orientation programs.
- Performance Appraisal: Performance appraisals should be based upon outcomes, skills, tasks, and responsibilities outlined in the job description.
- Format Compliance: All job descriptions must adhere to the center's approved format.
Procedures
- New Hire Orientation: New hires receive a job description upon employment, followed by orientation and explanation of responsibilities.
- Employee Acknowledgment: Employees must sign their job descriptions acknowledging receipt
- Supervisory Signature: Employee supervisor must also sign the job description.
- Document Retention: Original, signed job description is kept with the employee file, with a copy given to the employee.
Responsibilities
- Medical Director: Responsible for monitoring policy compliance.
- Department Heads: Ensure that all staff members within their departments have signed job descriptions in their personnel files.
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