position description (2023)


(Video) How to Write a Position Description


(Video) Position Descriptions


(Video) Federal Position Classification Overview


Cyber ​​workforce:

  • Main job function:VARIA
  • Additional Job Role 1:VARIA
  • Additional Job Function 2:VARIA


FLSA worksheet:EXEMPT

FLSA feature:NO

Bus code:VARIA

DCIPS/CES Police Station:NO

  • Mission Category:VARIA
  • Employment Category:VARIA
  • work level:VARIA

Functional code:00


Status do supervisor:VARIA



Drug test required:VARY&nbsp

Financial Management Certificate:

Position designation:VARIA

Position sensitivity:VARIA

Second. Authorization level:VARIA

Second. Access (Bkgd Daycare Check):VARIA

Emergency essentials:

Requires access to firearms:VARIA

Team Reliability Position:VARIA

Information Guarantee:VARIA

Flu vaccination:NO

Financial Disclosure:VARIA

Financial Disclosure:NO&nbsp

Company position:VARIA

Acquisition position:

  • CAP:
  • Race category:
  • Career level:


Competitive Area:VARIA

Competitive level:VARIA

career program:VARIA

Career PS:NO

Target Rating/FPL:10

Race position 1:

Racing position 2:

Race position 3:

Race position 4:

Race position 5:

Race position 6:

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THIS IS A STANDARDIZED PD FOR USE IN USARC RSC ECS & AMSA. No changes or revisions are authorized without prior approval from the Civilian Personnel Management Office (CPMO) of the USARC.


Acts as supervisor of one or more branches of an Equipment Concentration Place (ECS). Plans, coordinates, and directs a variety of related work functions or operations through one or more levels of supervision and two or more organizational segments, groups, or separate work shifts.



. Plan weekly and monthly work schedules and sequence of operations for subordinates. Establishes deadlines and priorities based on overall work schedules and methods and policies established by higher levels of supervision. It determines how many tasks can be completed at the same time, which ones must be postponed, and the number and types of employees needed, taking into account skills, personnel, materials, and equipment available and needed.
(Approx. 30%)


work address

. Select workers and assign tasks to be performed. Explains work requirements, methods and procedures; instructs subordinates in new procedures; and provides advice when problems arise. Review work in progress or completion. Investigates work-related problems (eg, low productivity) to identify causes; implements corrective actions that can be taken within the limits of the licensee's authority. Adjusts plans, assignments, and methods as necessary to get the job done as efficiently and cost-effectively as possible. Determine the equipment, supplies, and maintenance needed. Ensures that material is ordered and delivered to work sites so as not to delay work. Coordinates the unit's work with other units that may be involved.
(Approx. 40%)



. Develops performance standards, advises employees on performance, and conducts formal and informal performance reviews. Review job descriptions for up-to-dateness and accuracy and make any necessary changes; reports detailing employees in jobs other than yours. Interview candidates for jobs and recommend selections. Advise employees on issues and settle informal grievances through discussions with employees and union representatives. Initiate proposals for formal disciplinary action as needed. Identifies employee training needs and initiates recommendations to provide the necessary training. Schedule and approve subordinate licenses. Promotes employee participation in programs such as the suggestion program and cost reduction. Maintains production reports and records. Within the assigned area, ensures that equal opportunity programs are implemented and operational to achieve equal employment opportunity goals in accordance with DA and local policies.
(Approx. 30%)

Performs other tasks as assigned.


Factor I - Nature of Fiscal Responsibility.

This position serves as a General Foreman and the incumbent carries out supervisory responsibilities through subordinate leaders and/or supervisors. Situation #2 is confirmed.

Factor II - Level of Supervised Work.

Heavy Mobile Equipment Repairman, WG-5803-09, is the unsupervised occupation and work level that best reflects the supervised nature of general work operations.

Factor III - Scope of Supervised Work Operations.

Subfactor A. Scope of Assigned Job Role and Organizational Authority Level A-3 (75 Points)

This position fully meets the criteria for supervisors used by various supervisors and subordinate leaders. Individually makes daily decisions about the timely and cost-effective completion of work required to accomplish the mission.

Subfactor B. Variety of functions. Level B-3 (50 points)

Directs work of subordinates in one or more similar or related occupations in grades 8-13.
Subfactor C. Geographic dispersion. Level C-0 to C-1 (0-5 Points)

Reporting employees are located in the same adjoining work area as the supervisor or in a defined location, such as a military base. This includes work done off-base within the local displacement area.

Total points = 125-130
Level C (115-135 points)

Applying the Scenario #2 scorecard, the combination of WG-09 as the supervised work level and Level C as the scope of work operations becomes WS-10. The correct title for the job is Heavy Mobile Equipment Repair Supervisor.


Determination of the Fair Labor Standards Act (FLSA) = (ISEMPT)

1. Availability Payment Exemption: (eg, criminal investigators, US Customs and Border Protection pilots who are also law enforcement officers).

2. Overseas Waiver - (Note: Puerto Rico and certain other locations do not qualify for this waiverVer 5 CFR 551.104for a list of non-exempt areas).

3. Executive Exemption:

for. Exercises appropriate management responsibility (primary duty) over a recognized organizational unit with a continuing role, AND

B. Usually and regularly manages 2 or more employees, AND

C. Has authority to make or recommend hiring, firing, or other status change decisions, where such recommendations carry specific weight.

4. Professional Exemption:

for. Professional work (main task)

B. Professional Learning, (Ver 5 CFR, 551.208) (Nurses, Dental Hygienists, Medical Assistants, Medical Technologists, Teachers, Lawyers, Doctors, Dentists, Podiatrists, Optometrists, Engineers, Architects and Freelance Accountants as just some of the typical examples of exempt professionals). ANY

C. Creative Professional, (Ver 5 CFR, 551.209) (Major duty requires invention and originality in a recognized artistic field (music, writing, etc.) and does not normally include newspapers or other media or works subject to organizational control are just a few examples of Creative Professionals.) ANY

d. IT Clerk, (Ver 5 CFR, 551.210) (must meet salary test and perform tasks such as systems analysis, program/system design or test, documentation, and program/system modification). Computer manufacturing or repair (non-exempt work) is excluded.

5. Administrative Exemption:

for. Primary duty consistent with5 CFR 551(for example, white-collar work directly related to the management or general business operations of the employer or its clients), AND job duties require the exercise of discretion and independent judgment.

Conclusion of the FLSA:
it's not free

FLSA comments/explanations:

The job functions meet all requirements for executive exemption criteria under 5 CFR 551.208.


The holder may be required to obtain and maintain a valid commercial driver's license (CDL) at the required class level for the type of vehicles he operates and with the appropriate endorsements.

Holder may be subject to mandatory drug testing as required to maintain a CDL.



Job description revised October 2015 as part of the maintenance model implementation.

Per the memo HQDA G2 Subject: Guidance for Implementation of Security Clearance Requirements for Army Personnel and CHRA SOP 511-22-SOP-06 - Job Description Formats, security clearance is no longer included in the job description main. See sequence position description for position security requirements.

(Video) Order Picker Video Job Description


How do you write a position description? ›

Detailed job description template
  1. define the job title, salary, type of employment (for example full-time or part-time) and who the role reports to.
  2. the purpose of the position.
  3. key duties and responsibilities.
  4. academic or trade qualifications required.
  5. previous work experience or skills you want in your new employee.
Jul 4, 2022

How do you answer a job description? ›

When answering questions about your current role, focus on the tasks and responsibilities that you do that match the job description. This shows the interviewer that you have the experience and qualifications necessary for the position. You should also list your accomplishments to help support your qualifications.

What will your position description tell you? ›

A job description is a useful, plain-language tool that explains the tasks, duties, function and responsibilities of a position. It details who performs a specific type of work, how that work is to be completed, and the frequency and the purpose of the work as it relates to the organization's mission and goals.

What does a good position description look like? ›

General overview of position and its aim, avoid abbreviations / jargon. A concise statement that makes clear the overall and broad objective of the position. The main purpose of the position and which functions the position is responsible for. Adds value to the document – not simply repeats the Key Accountabilities.

What should I write for position of responsibility? ›

Here is how you can use a roles and responsibilities template:
  • Write a job description. In the job description section, write a brief paragraph or two that gives an overview of the job role. ...
  • Include a list of responsibilities. ...
  • Include job qualifications and requirements. ...
  • Outline who this position reports to.

How do you answer why you would like this position? ›

Talk about specific examples of how you can help this company achieve their goals and highlight any relevant transferrable skills that will make you stand out as the right candidate. Write down any recent achievements you can talk about or any challenges you've faced recently that might be related to this new job.

How do I explain my job description to my boss? ›

How to Clarify Job Responsibilities With Bosses
  1. Review and Make a List. Review a copy of your job description. ...
  2. Ask for a Meeting. Ask your boss for a meeting to clarify your job responsibilities. ...
  3. Discuss Your Job Responsibilities. ...
  4. Paraphrase to Clarify. ...
  5. Follow Up.

How do I stand out on Indeed application? ›

How to make your resume stand out
  1. Understand what the hiring manager is looking for. ...
  2. Tailor it to your industry and the job you're applying for. ...
  3. Include a header and summary or objective. ...
  4. Add pertinent skills. ...
  5. Keep it concise. ...
  6. Make it visually appealing. ...
  7. Submit a cover letter. ...
  8. Proofread.
Jan 3, 2020

How can I make my job description better? ›

Writing An Effective Job Description and Job Description Summary Recommendations
  1. Mention the job title in the summary.
  2. Highlight the reporting structure for the position.
  3. Avoid using Penn acronyms or if you do, make sure you explain what they mean the first time you use them.

How do you describe professional responsibility? ›

Professional responsibility applies to those professionals making judgments, applying their unique skills, and reaching informed decisions for, or on behalf, of others, as professionals. Professionals must be seen to exercise due care and responsibility in their areas of specialisation – known as professions.

Why do you think you are fit for this role? ›

Possible Answer 3:

“Honestly, I possess all the skills and experience that you're looking for. I'm pretty confident that I am the best candidate for this job role. It's not just my background in the past projects, but also my people skills, which will be applicable in this position.

Why do you consider yourself suitable for this position? ›

Focus on your personality or personal traits that make you unique and the best fit for the job. Also, you can emphasize skills that are specific to you, because not many people possess them, and they are sure to make you the ideal candidate for the position.

Why should you be hired for this role? ›

“You should hire me because I am a dedicated and hardworking individual who is always willing to go the extra mile to get the job done. I take pride in my work and am always willing to put in the time and effort to ensure high-quality results.”

How do I increase my chances of getting jobs on Indeed? ›

Use these tips to improve your job search process on Indeed :
  1. Set up a profile. ...
  2. Add your resume. ...
  3. Use the "easy apply" feature. ...
  4. Browse by location. ...
  5. Set up job alerts. ...
  6. Use the mobile app. ...
  7. Apply right away. ...
  8. Research companies.
Feb 25, 2020

What makes me stand out? ›

Standing out often comes from hard, consistent work. Attitude. There's no denying that positive people have better relationships. Keeping an upbeat attitude and being pleasant to be around can really make you stand out from everyone around you, especially if you're surrounded by toxic people.

Is it OK to check on the status of a job interview? ›

When you haven't heard back. Once the date the company said you'd hear from them has passed, you can send your email asking about interview status. The company may not have an answer yet, but it's acceptable to remind them that you're waiting to hear from them.

What are the common mistakes in job description? ›

The most common mistake to make in a job description is making it too short. Without proper information on what the job is and any requirements, potential candidates will skip over it to find something that will answer their questions. Try to make your job description concise.

How do I make my job description sound more appealing? ›

Tips for Jazzing up Your Resume Job Descriptions
  1. Use Numbers.
  2. Prioritize Readability.
  3. Talk Accomplishments, Not Tasks.
  4. Choose Powerful Words.
Feb 1, 2022

Does your job description matter? ›

Done right, job descriptions are an essential road map for many people management functions, including recruitment, engagement and development. Job descriptions can have an outsized impact on the trajectory of younger, smaller companies through their talent.

What is the purpose of position description? ›

Purpose of Position Description

An accurate position description helps the employee know what is expected by clearly defining the work to be performed in relation to the overall goals of the work unit. The position description can be the basis for identifying training needs and criteria for evaluating performance.

What is the importance of position descriptions? ›

Position or Job descriptions are a practical tool to help an employee understand the tasks and responsibilities of the position and also provide an indication of where the role fits within the bigger picture of the organisation.

Why is it important to know your job description? ›

Essentially, a detailed, up-to-date job description benefits the employer, the employee and the business by providing structure and clarity in the following ways: Clarifies the employer's expectations of the employee and provides a clear description of the tasks to be carried out by the employee.

What is the purpose of job description? ›

The purpose of a job description is to accurately explain the requirements and responsibilities of a position within an organisation. If this has been done properly, this information can be used to identify the value of a position to the business as well as what that position might get paid in the wider market.

Are position descriptions mandatory? ›

By law, employers are required to provide details to employees about the terms and conditions of their employment, their pay, and their duties and responsibilities.

Is position description and job description the same thing? ›

Position Descriptions vs.

Position descriptions differ from job descriptions in the following ways: Position descriptions tailor general duties of a position to your departmental needs, whereas job descriptions are official university documents that state general duties.

What is the difference between job description and position description? ›

A job description is a document that describes the responsibilities and duties of a particular role. A position description, on the other hand, is a more comprehensive document that additionally describes the qualifications and skills required for a particular role.

What makes the better job descriptions more effective? ›

When you write the Job Description, be sure to list the most important aspects of the job. Make it interesting and, make it speak to the potential applicant! It is okay to mention projects as well as the day to day responsibilities – sell the job by painting a picture of what it is like to work in the role.

What is the most important part of a job description? ›

Here are the most critical components of a good job description. Heading information. This should include job title, pay grade or range, reporting relationship (by position, not individual), hours or shifts, and the likelihood of overtime or weekend work.

What if you are doing more than your job description? ›

Ask your manager about your additional duties

Often, the best approach to addressing additional duties outside of your job description is to speak with your manager.


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