May also be called the Job Objective or Purpose Statement; a short paragraph of no more than three to four sentences which concisely informs the reader of the nature, level, and objective of the position.

The nature of job that an individual is devoted to perform.

May also be called Tasks Performed; may be as lengthy as necessary to fully describe each essential duty or responsibility which comprises the employee's functions, generally starting with principle duties.

Includes supervisory level, managerial requirements, and any working relationships.

The position that an Individual holds in the organization.

It basically means the soft skills required by a person to fulfill the given job or task.

May include education, experience-level, knowledge and skill sets, as well as any physical limitations (such as "able to lift 30 lbs").

Is the minimum requirements that is needed for the specific job, or position.

Insure that the information concerning a position is as descriptive as possible to pull viable candidates and provide guidance to the interviewer(s) when sifting through applicants.

These guidelines may include items which do not easily fit under other categories, but play a part in the performance of the work.

Defines the people and/or departments which the position will be require to relate with in the course of the job. Though not necessarily an exhaustive list, certainly will provide both interviewer and applicant a basis of understanding when discussing past positions and potential responsibilities.

Describes in enough detail the key ability sets and experiences which will be required from past positions to allow a new hire to function and perform the duties of the job from day one.

Before developing job description one should take into consideration the business processes of the organization. First step is to develop process map, then to assign to the processes (functions) responsible employees. This may be facilitated by various business modeling standards and methodologies.