Define Job Details

The job has to be assigned to a group which shares a similar hierarchic level.
Note: Each job can belong to only one job group.

1. In the Job Group field, select the job group to which the job should belong.
2. In the Valid To and Valid From fields, enter the time period when the job will belong to the group.

The Job can be assigned to several families which are supposed to divide jobs by business sectors.
Note: Each job can be assigned to multiple families, but only one can be default.

1. In the Job Family field, select the identifier of a job family to which the job should be assigned.
2. Select the Default check box if the job family is the default one. In overview windows and tabs, this will be the only job family that will be displayed.

1. In the Job Category field, select the identifier of a category which you want to assign to the job.
2. Select the Default check box if the job category is the default one. In overview windows and tabs, this will be the only job category that will be displayed.

1. In the Functional Area field, select the identifier of an area to which the job should be assigned.
2. Select the Default check box if the functional area is the default one. In overview windows and tabs, this will be the only functional area that will be displayed.
   Note: Only one area can be a default one.

1. In the Grade field, select the identifier of he job grade which you want to assign to the job.
2. In the Description field, you can enter a short description about the grade assignment.
3. Select the Default check box if the grade is the default one. In overview windows and tabs, this will be the only grade that will be displayed.
   Note: Only one grade can be a default one.

1. In the Position ID field, enter the identifier of a position which you want to link to the job. This connection results in the following:
   • If an employee is assigned to a position that has a default job linked to it, they will receive the job as well.
   • If an employee is assigned to a position, jobs linked to this position will be suggested in the list of values.
2. Select the Default check box, if you want the every employee who receives the position to receive a job as well.
    

1. In the Property Code field, enter the property which you want to assign to the job.
2. In the Property Value field, you can enter the value for the property, if applicable.
3. In the Valid From and Valid To fields, enter the period when the property will be valid for the job.

1. In the Competency ID field, enter the identifier of a competency that is required to perform the job.
   Note: You can enter a competency group in the Competency Group ID field to narrow the list of available competencies.
2. In the Competency Level field, select the level of competency that is required to perform the job.
3. In the Gap Tolerance field, you can specify the allowed gap in the competency level that a candidate for the job can have to still get it. This can be done to underline that a competency should at a specific level, but in certain cases a lower level is acceptable.

4. Select the Core check box if the competency is core to the job.

1. In the Certificate ID field, enter the identifier of a certificate that is required to perform the job.
   Note: You can enter a certificate group in the Certificate Group ID field to narrow the list of available certificates.
2. In the Certificate Level field, select the level of certificate that is required to perform the job.
3. In the Gap Tolerance field, you can specify the allowed gap in the certificate level that a candidate for the job can have to still get it. This can be done to underline that a certificate should at a specific level, but in certain cases a level level is acceptable.

4. Select the Core check box if the certificate is core to the job.

Note that you can create several separate sets of educational criteria required for the job by adding more records in the Education Criteria field.

1. In the Education Criteria field add a new record and enter the name for the set of educational requirements needed to get the job.
2. In the table, add a new record.
3. In the Education Level Name field, select the level of education needed to get the job.
4. In the Education Field Name field, select how the education level selected in step 3 can be classified. Classification is done via a predefined list of values that can reflect some internal company system of classification or an external one.
5. In the Gap Tolerance field, you can specify the allowed gap in the education level that a candidate for the job can have to still get it. This can be done to underline that education should be at a specific level, but in certain cases an exception is acceptable.

1. In the Work Experience Criteria field, add a new record and enter the name for the set of work experience criteria required to get the job.
2. In the Industry Area field, enter the area in which experience is required.
3. In the Functional Area field, you can select
4. In the Years of Experience field, enter the number of years that someone should have spent on a specific industry area to be eligible for the job.
5. In the External Job Name field, you can enter what job someone should have held while working in the industry area.
6. In the External Job Description field, you can enter a short description of the external job.

1. In the Internal Work Experience Criteria field, add a new record and enter the name for the set of internal experience requirements needed to get the job.
2. In the Years in Service field, enter how long a person should be employed in the organization in order to be eligible to get the job.
3. In the table, add a new record to define an organization, position, and/or assignment that someone should have to get the job.
4. In the Position ID field enter the identifier of a position required to get the job.
5. In the Organization Code field, enter the organization unit to which employee has to be assigned to to get the job.
6. In the Job ID field, enter the job that someone should hold to get the new job. You can use other job related fields to narrow the available selection of jobs.
7. In the Years in Current Job field, enter how long a previous should be held by the employee in order to consider him a valid candidate for the job.
8. Select the Current Assignment check box if employee has to be currently assigned to the organization.

1. In the Physical Characteristic field, select a physical trait required to perform the job.
2. In the Operand field, select the operand for the characteristic (e.g., equal to, higher than, higher or equal to).
3. In the Value field, enter the value for the characteristic. Depending on the selected operand, values can be numbers or phrases.
4. In the Valid To and Valid From fields, enter the period when the characteristic will be assigned to the job.

1. In Personality Characteristic field, enter the personality trait required for the job.
2. In the Operand field, select the operand for the trait (e.g., equal to, higher than, higher or equal to).
3. In the Value field, enter the value for the character trait. Depending on the selected operand, values can be numbers or phrases.
4. In the Valid To and Valid From fields, enter the period when the trait will be assigned to the job.

1. In the Responsibility field, enter the name for the set of responsibilities.
2. In the Responsibility Class field, select if the responsibility set will be the main one or if it will be of minor relevance.
3. In the Description field, you can enter a short description for the responsibility set.
4. In the table, add duties belonging to the responsibility set.

1. In the Permission field, enter what the person assigned to the job is permitted to do.
2. In the Permission Description field, you can enter a short description of the permission.
3. If the permission should belong to a permission group, select a relevant group in the Permission Group field.
4. In the Valid To and Valid From fields, enter the period when the permission is valid for the job.

1. In the Confidential Information field, enter what confidential information is available to those who hold the job.
2. In the Confidentiality Description field, you can enter a longer description of the confidential information.
3. In the Breach Impact field, you can enter what will happen if confidentiality is breached.
4. In the Breach Penalty field, you can enter what is the punishment for breaching confidentiality.
5. In the Remark field, you can enter any additional comments on the information.
6. In the Valid To and Valid From fields, enter the period when the information is available to the job.

1. In the KPI Area field, enter the key performance indicator for the job.
2. In the Job KPI Description field, enter the description for the KPI.
3. In the Directive field, select if the job's directive is to maintain, increase, or decrease the value of the KPI.
4. In the Valid To and Valid From fields, enter the period when the key competence indicator is valid for the job.

1. In the Equipment field, enter the piece of equipment needed to perform the job.
2. In the Description field, enter a short description of the equipment.
3. In the Quantity field, enter the amount of pieces of equipment necessary for the job.
4. In the Necessity Level, select how important for the job it is to have the piece of equipment.
5. In the Purpose field, enter how the equipment will be utilized.
6. In the Valid From and Valid To fields, enter the validity period for when the equipment is valid for the job.

1. In the Dangerous Goods ID field, enter the dangerous material/item that has to handled while performing the job.
2. In the Exposure Frequency field, select how often the employee performing the job will come into contact with the dangerous material/item.
3. In the Remark field, enter any comments about the dangerous good/item.
4. In the Valid To and Valid From fields, enter the period when the dangerous good/item has to be handled.

1. In the Problem Situation field, enter a problem that can occur in regards to the job.
2. In the Urgency Level field, enter how urgent it is to solve the problem once it occurs.
3. In the Impact field, enter what is the impact of the problem.
4. In the Solution field, enter how to solve the problem.
5. In the Max Time Allowed field, enter how long it should take to solve the problem.
6. In the Help Resource field, enter who or what can help to solve the problem.
7. In the Valid From  and Valid To fields, spcify the period when the problem can occur.

1. In the Requirement field, enter a working condition that is required to perform the job.
2. In the Work Condition Type field, you can select under what category the required working condition falls.
3. In the Necessity Level field, enter how crucial it is to fulfill the requirement.
4. In the Valid From and Valid To fields, enter the period when the working condition is valid.

1. In the Relationship Type field, select if the relationship you are about to define is external or internal.
2. In the Entity field, enter to what the job is connected.
   • If the relation is internal, you can select a Job ID to which a connection will be formed.
   • If the relation is external, any text can be entered.
3. In the Relationship Description field, enter the description of the relation.
4. In the Valid From and Valid To fields, enter the period when the relation is valid.