Job descriptions for executives are usually crafted by a company's operations leaders and human relations recruiters. If the executive position reports to a board of directors, the job description may require approval by that board. There are several key areas to consider when developing an executive's job description, including job title, tasks, candidate requirements and salary range.
Instructions
1. Get a job description template. Most human resources departments have a uniform document that's used for all levels of staff job descriptions and can make your task a lot easier. Generic templates may also be found online at sites such as managementhelp.org.
2. Document position basics such as job title, work location and reporting structure. The reporting structure includes both who the executive reports to and the number of employees--with their job titles--that report directly to the executive.
3. State the salary range or grade level of the position. Companies and government agencies often use grade levels to classify salary ranges. For example, the federal government classifies all federal positions according to grade levels 1 to 15. Take into account the company's budget and industry standard compensation ranges for the job title before arriving at a figure or grade level.
4. Outline and list position responsibilities and tasks. Clearly state the executive's overall and day-to-day duties. Some job descriptions list a percentage next to each task representing how much of the executive's time may be spent on the function. This is a good way to highlight the most time-consuming or important aspects of the position.
5. List qualifications and requirements for the job, including education, certifications, experience, knowledge and skills. State whether each qualification is required or preferred for the position.
