Job description

from Wikipedia, the free encyclopedia

The job description , independent of the internal job planning and the associated job description, usually forms the basis of the evaluation and classification procedure for job evaluation stipulated in the collective agreement .

By recording, describing and weighting the activities actually performed by employees, affected employees, their superiors and the departments responsible for tariff grouping in the company receive a document with the description of the job for the objectification and settlement of evaluation discussions, classification conflicts and possibly labor court proceedings. In addition, the employee-related job description can be an important part of the employment contract and the function-related "job description". The statutory obligation is gladly fulfilled in employment contracts by adding a more general, internal “job description”.

What needs to be done at the workplace should be comprehensively laid down in it (for example, job characteristics, area of ​​responsibility , classification in the company hierarchy , transfer and subordination relationship).

With a more general description, the deployment of employees can be controlled more flexibly. Detailed job descriptions require a lot of maintenance and may require changes to the employment contract when adapting them to changed jobs .

See also: Law of Evidence