Embedded Files
What is a Job Description?
What is a Job Description?
A job description is a document that outlines the essential functions, responsibilities, and qualifications of a position within an organization. It serves as a foundational tool for both employers and potential candidates by:
Defining specific duties and their frequency
Establishing performance expectations
Detailing required skills, education, and experience
Positioning the role within the organizational structure
Job descriptions serve multiple critical purposes: they guide recruitment efforts, set clear expectations for employees, provide a framework for performance evaluation, and help ensure compliance with employment regulations.
While comprehensive, job descriptions maintain flexibility by outlining core responsibilities rather than exhaustive task lists. Organizations retain the right to modify duties as business needs evolve, making these documents living blueprints rather than rigid contracts.
Effective job descriptions balance specificity with adaptability, creating clarity while allowing room for professional growth and organizational development.
Why is a Job Description Important?
Why is a Job Description Important?
Responsibilities: It outlines what the job entails and sets expectations
Recruitment and Development: Helps in hiring, training, and retaining the right talent
Performance: Clarifies what is expected and how performance will be evaluated
Fair Compensation: Ensures fair pay and legal compliance
Updates: Should be reviewed and updated regularly as the job changes
Job Description Library
Job Description Library
Employees can find all job descriptions in Oracle (employee login required), and the instructions on how to access them are provided below.
Sign in through my.cherrycreekschools.org and click on the Oracle tile under the myBusiness tab. Click on Me. Click Job Descriptions on the left-hand pane. Under Search: Model Profiles search bar, either type in the full job title and select the job title or type part of the job title and choose the job title from the list of options. Once you select the job title you will be able to see the full job description.
Public Copies
Public Copies
Migrating job descriptions from our current system to Google Drive demands significant time and personnel resources. Currently, the Compensation and Classification team can only add job descriptions to Google Drive when they are updated in our system.
You can find the link to our public job descriptions below. If you need help finding a specific job description, please contact the Compensation and Classification team.
Submitting or Revising Job Descriptions
Submitting or Revising Job Descriptions
If you need to submit a new job description or make changes to an existing one, the supervisor of the position should email the Compensation and Classification team in Human Resources.
Approvals Needed
Approvals Needed
Supervisor's Approval: The supervisor must review and approve the revised job description before sending the request.
District Leadership Team Member's Approval: The respective District Leadership Team member must review and approve the revised job description before sending the request.
Information Needed
Information Needed
Supervisor's Email: The supervisor of the position must email all necessary information to the Compensation and Classification team in Human Resources.
Reason for Reclassification: Explain why the reclassification is needed.
Revised Job Description: Provide an updated job description for the position (not the person). Use our job description toolkit for help with writing job descriptions.
Old Job Description: Include a copy of the previous job description.
Organizational Chart: Submit an updated organizational chart with the position.
Important Notes
Important Notes
Current Duties: Describe the main duties and essential functions as they are today.
Neutrality: Focus on the position, not the person. Avoid specifics about the current employee (like skills or experience).
Flexibility: Don’t include every detail, so the job description remains relevant even with minor changes.
Collaboration: Can be written together by the supervisor and employee, but must be approved by the supervisor to meet the organization's needs.
What Happens During the Review?
What Happens During the Review?
The Compensation and Classification team will check that classification standards are applied fairly across the organization.
The job description is the main document used to evaluate the compensation placement.
Job Description Toolkit
Job Description Toolkit
This template helps ensure that all job descriptions within an organization are uniform, clear, and easy to compare. It also streamlines the process of writing and updating job descriptions. If you need our job description template for submitting or revising job descriptions, please reach out to the Compensation and Classification team.
Job Description Template File
Job Description Template File
A job description template file is a pre-formatted document used to create consistent and comprehensive job descriptions. It includes standardized sections that detail the key aspects of a job, such as:
Job Title: The official title of the position
Summary: A brief overview of the role and its purpose
Responsibilities: A detailed list of tasks and duties the employee will perform
Qualifications: The required education, skills, experience, and certifications
Work Environment: Information about the physical and social conditions of the workplace
Reporting Structure: Who the position reports to and any direct reports
Other Information: Additional details such as salary range, benefits, and employment type (full-time, part-time, temporary, etc.)
Do's and Don'ts for Writing Job Descriptions
Do's and Don'ts for Writing Job Descriptions
Do's:
Think about daily tasks: Focus on normal, everyday responsibilities.
Be factual: Use a clear and impersonal writing style.
Write clearly: Use clear, concise, and complete sentences.
Start with action verbs: Begin each task with a present tense action verb.
Focus on key duties: Highlight the main responsibilities critical to the job.
Describe the job: Base the content on what the job requires, not the person.
Set expectations: Include what a fully proficient employee should do.
Use percentages: Indicate how much time is spent on each task.
Keep it balanced: Total job duties to 100% and ensure each task is between 5% and 50%.
Add details: Use phrases that explain why, how, where, or how often to add clarity.
Don'ts:
Copy and paste: Don’t use text from other job descriptions or references.
Use first person: Avoid narrative or first-person style and individual names.
Add fluff: Don’t include unnecessary words.
Base on person: Don’t write based on the current person’s abilities.
Include minor tasks: Exclude one-time, short-term assignments or minor tasks.
Change for outcomes: Don’t write to get a specific classification outcome.
Create manuals: Avoid writing as a step-by-step procedure guide.
Mix descriptions: Don’t use other job descriptions for different roles.
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