1400 Job Descriptions
1400 - REVISING JOB DESCRIPTIONS FOR COMPLIANCE WITH ADA/504
The Americans with Disabilities Act (ADA) requires that the District's job descriptions be reviewed and, if necessary, revised to ensure that employment practices do not discriminate against any current staff member or job candidate who has a disability as defined in AG 3122.
The following procedure should ensure that each job description adequately and accurately reflects the mental and physical requirements to fulfill properly the expectations of the job.
Because there is more likelihood that physical impairments will interfere with job functioning in classified positions, these job descriptions should be reviewed/revised first.
For each job description:
Step One
List each of the tasks associated with the job and then the activities associated with each task. It may help to think through, step by step, a typical work day from beginning to end and then add in the additional tasks that the job requires from time-to-time. Identify those tasks that are essential to completing the responsibility properly, that is, those tasks that are essential to fulfilling the responsibility. Then, identify those tasks that are marginal to the position.
Step Two
For each activity, describe how the activity is performed...what physical motions are involved....what tools/equipment need to be used and how.
Step Three
Determine what knowledge, literacy skills, and technical skills a person has to have in order to complete the job responsibility in a way that meets District expectations. For example, is it necessary for the person to be able to compute well enough to solve problems involving arithmetic or write clearly and legibly, or understand written directions?
The revised job description masters should be kept on file in the District Administrator’s office with copies provided to the staff member and his/her supervisor, in accordance with any applicable negotiated agreement. Job descriptions should be updated whenever there is an addition to or modification in a job.
© Neola 2012
The Americans with Disabilities Act (ADA) requires that the District's job descriptions be reviewed and, if necessary, revised to ensure that employment practices do not discriminate against any current staff member or job candidate who has a disability as defined in AG 3122.
The following procedure should ensure that each job description adequately and accurately reflects the mental and physical requirements to fulfill properly the expectations of the job.
Because there is more likelihood that physical impairments will interfere with job functioning in classified positions, these job descriptions should be reviewed/revised first.
For each job description:
Step One
List each of the tasks associated with the job and then the activities associated with each task. It may help to think through, step by step, a typical work day from beginning to end and then add in the additional tasks that the job requires from time-to-time. Identify those tasks that are essential to completing the responsibility properly, that is, those tasks that are essential to fulfilling the responsibility. Then, identify those tasks that are marginal to the position.
Step Two
For each activity, describe how the activity is performed...what physical motions are involved....what tools/equipment need to be used and how.
Step Three
Determine what knowledge, literacy skills, and technical skills a person has to have in order to complete the job responsibility in a way that meets District expectations. For example, is it necessary for the person to be able to compute well enough to solve problems involving arithmetic or write clearly and legibly, or understand written directions?
The revised job description masters should be kept on file in the District Administrator’s office with copies provided to the staff member and his/her supervisor, in accordance with any applicable negotiated agreement. Job descriptions should be updated whenever there is an addition to or modification in a job.
© Neola 2012
1400 - JOB DESCRIPTIONS
The Board of Education recognizes that it is essential for District and employee accountability for each staff member to be fully aware of the duties and responsibilities of his/her position. Job descriptions document and describe the essential functions for professional staff positions and thereby promote organizational effectiveness and efficiency. Therefore, the District Administrator shall maintain a current, comprehensive, and coordinated set of job descriptions for professional staff positions.
The job description of the District Administrator shall be included in the Board policy manual.
All other job descriptions shall be approved by the District Administrator and will be maintained in the District Administrator’s office.
As long as the provisions of the job description(s) are not inconsistent with Board policies, or with Federal/State law, they will be considered to be an extension of the policy manual and binding upon all employees.
Each job description shall contain the following provision:
"The employee shall remain free of any alcohol or illegal substance in the workplace in compliance with Policy 3122 throughout his/her employment in the District."
Employees will be evaluated, at least in part, against their job descriptions.
Job descriptions shall be brief, factual, and, wherever possible, generically descriptive of similar jobs.
Each job description shall include the requirement that the staff member serve as a positive role model for students in how to conduct themselves as citizens and as responsible, intelligent human beings. In particular, each job description shall indicate the staff member's responsibility to help instill in students the belief in and practice of ethical principles and democratic values.
During the hiring process, the current job description for the position for which the individual is interviewing shall be reviewed with the candidate. The emphasis during the review shall be placed upon the essential functions of the position.
Upon employment by the Board, the staff member shall receive one copy of the current job description for the position for which s/he has been employed and shall sign a second copy that shall be placed in their personnel file. The employee’s immediate supervisor shall review this job description with the staff member as part of the employment orientation process.
From time-to-time, the Board further recognizes that the District Administrator may find it necessary to revise job descriptions.
During the revision of a job description, the District Administrator may seek input from individuals who hold that position; however, their input may or may not be reflected when the revision of said job description is completed.
Following the revision of a job description, staff members who hold the positions for which the essential functions are described in that revised job description shall be provided access to the updated version and the opportunity to discuss the revisions therein with their immediate supervisor.
© Neola 2009
The Board of Education recognizes that it is essential for District and employee accountability for each staff member to be fully aware of the duties and responsibilities of his/her position. Job descriptions document and describe the essential functions for professional staff positions and thereby promote organizational effectiveness and efficiency. Therefore, the District Administrator shall maintain a current, comprehensive, and coordinated set of job descriptions for professional staff positions.
The job description of the District Administrator shall be included in the Board policy manual.
All other job descriptions shall be approved by the District Administrator and will be maintained in the District Administrator’s office.
As long as the provisions of the job description(s) are not inconsistent with Board policies, or with Federal/State law, they will be considered to be an extension of the policy manual and binding upon all employees.
Each job description shall contain the following provision:
"The employee shall remain free of any alcohol or illegal substance in the workplace in compliance with Policy 3122 throughout his/her employment in the District."
Employees will be evaluated, at least in part, against their job descriptions.
Job descriptions shall be brief, factual, and, wherever possible, generically descriptive of similar jobs.
Each job description shall include the requirement that the staff member serve as a positive role model for students in how to conduct themselves as citizens and as responsible, intelligent human beings. In particular, each job description shall indicate the staff member's responsibility to help instill in students the belief in and practice of ethical principles and democratic values.
During the hiring process, the current job description for the position for which the individual is interviewing shall be reviewed with the candidate. The emphasis during the review shall be placed upon the essential functions of the position.
Upon employment by the Board, the staff member shall receive one copy of the current job description for the position for which s/he has been employed and shall sign a second copy that shall be placed in their personnel file. The employee’s immediate supervisor shall review this job description with the staff member as part of the employment orientation process.
From time-to-time, the Board further recognizes that the District Administrator may find it necessary to revise job descriptions.
During the revision of a job description, the District Administrator may seek input from individuals who hold that position; however, their input may or may not be reflected when the revision of said job description is completed.
Following the revision of a job description, staff members who hold the positions for which the essential functions are described in that revised job description shall be provided access to the updated version and the opportunity to discuss the revisions therein with their immediate supervisor.
© Neola 2009