1. Basic information
   a. Job title and code
   b. Job classification
   c. Location/ address
   d. Date last updated
   e. Exempt/ non-exempt status
   f. Department/ division
   

2. Description of basic (essential) functions/duties in terms of:
   a. Physical requirements
   b. Mental requirements
   c. How often performed?
   d. Quality constraints
   e. Time constraints
   

3. Description of sub-functions/duties
   a. Physical requirements b. Mental requirements c. How essential? d. How often performed?

4. Description of basic responsibilities

5. Equipment and job aids required to be operated/used

6. Other persons with whom the applicant must interact
   a. Level of interaction
   b. Methods of communication

7. Supervisory responsibilities

8. Who supervises the job?

9. Experience required

10. Skills required

11. Licenses/certificates required

12. Prerequisites (other jobs, education, training courses)

13. Who approved the job description?

14. Working condition requirements (e.g., hazardous waste, air conditioning status, air quality, noise level, etc.)

15. Safety and health considerations

16. What law/regulations apply?

Where to Start with Job Descriptions

1. Key jobs that most affect your operations.

2. Jobs where most applications occur:
   a. Entry level positions
   b. High turnover positions

Attempt to factor in possible job accommodations as you precede. The following are things to consider in developing job descriptions with possibility of filling jobs with persons with disabilities:

A. Use a menu of outputs to describe the position and be open to innovative ways to achieve them. This can point to potential job accommodations or auxiliary aids.

B. Use plain English and make descriptions as simple and understandable as possible.

C. Describe the job culture including key elements of the position and work environment.

D. Describe relationships in terms of:

* types of interactions;
* who the interactions are with;
* how they are accomplished.


E. Create "user-friendly" descriptions that are clear and accessible to everyone.

F. Assess the strengths of persons filling jobs

G. Be realistic about weaknesses

H. Discuss job description with applicant

I. Keep in mind that with some disabilities many jobs are possible

J. Creativity is high with persons with disabilities

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Job Analysis