Specifications include, but are not limited to: At a minimum, it is anticipated that the successful respondent will be expected to address the following areas: JOB DESCRIPTIONS a. Review existing job descriptions. b. If required, revise and update job descriptions consistent with current best practices, legal requirements and the operational goals of the organization. It should specify all elements of a comprehensive job description (i.e. enumerate required duties and distinguish between essential and non-essential job functions to address ADA compliance; identify required knowledge, skills and abilities for each position; delineate experiential and educational prerequisites, indicate supervisory relationships, etc.). c. Update job descriptions consistent with section b. above. This process would include a full audit of each classification, including a detailed duties questionnaire and/or interviews with staff if required. d. Process to have a review of job descriptions with supervisory personnel to confirm the accuracy of the duties obtained through questionnaires/interviews, as well as follow-up meetings with employees if necessary.
