JOB DESCRIPTION
CREATION WORKSHEET
Template and Example
12 Civic Center Plaza, Suite 1645
Mankato, MN 56001
952-444-3100
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While not essential in many small businesses, a written job description can be
of great value in any business undergoing a succession process. For team
members to put in writing what they do and how they bring value to the business
can:
Clarify who does what and complete the RACI Matrix
o The RACI Matrix is a tool that assists a business discuss, agree and communicate
roles and responsibilities to the organization
The tool can greatly assist in job description creation
o The RACI Matrix does not, however, need to be completed to create a job
description
Document rationale for compensation and bonus plans
Prepare successors for future roles
Clarify potential “opportunity” for new hires and those seeking advancement
Know that job descriptions quite often become outdated and are not even
worth doing if only done for academic purpose. Prior to making written job
descriptions a requirement, assess the other steps you need to prioritize to
formalize your business and focus energy there.
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Job Description Template
This template provides the major categories that you should include in your job descriptions along with an
explanation of what to include in each category.
Job title The formal title of the position
Reports to The title of the position that the job incumbent reports to
Job purpose
Provide a brief description of the general nature of the position; an overview of why the job exists; and what
the job is to accomplish.
The job purpose is usually no more than four sentences long
Duties and responsibilities
List the primary job duties and responsibilities using headings and then give examples of the types of activities
under each heading. Using headings and giving examples of the types of activities to be done allows you to
develop a flexible job description that encourages employee to ‘work outside the box’ and within reason,
discourages “that’s not my job”.
Identify between three and eight primary duties and responsibilities for the position
List the primary duties and responsibilities in order of importance
Begin each statement with an action verb
Use the present tense of verbs
Use gender neutral language such as s/he
Use generic language such a photocopy instead of Xerox
Where appropriate use qualifiers to clarify the task – where, when, why or how often – for example
instead of “greet visitor to the office” use “greet visitors to the office in a professional and friendly
manner”
Avoid words that are open to interpretation – for example instead of “handle incoming mail” use “sort
and distribute incoming mail”
Qualifications
State the minimum qualifications required to successfully perform the job. These are the qualifications that
are necessary for someone to be considered for the position.
All qualifications must comply with provincial human rights legislation.
Qualifications include:
Education
Specialized knowledge
Skills
Abilities
Other characteristics such as personal characteristics
Professional Certification
Experience
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Working conditions
If the job requires a person to work in special working conditions this should be stated in the job description.
Special working conditions cover a range of circumstances from regular evening and weekend work, shift
work, working outdoors, working with challenging clients, and so forth.
Physical requirements
If the job is physically demanding, this should be stated in the job description. A physically demanding job is
one where the incumbent is required to stand for extended periods of time, lift heavy objects on a regular
basis, do repetitive tasks with few breaks, and so forth.
Direct reports
List by job title any positions to be supervised by the incumbent.
Approved by: Signature of the person with the authority to approve the job
description
Date approved: Date upon which the job description was approved
Reviewed: Date when the job description was last reviewed
Ideally, a job description should be reviewed annually and updated as often as necessary.
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Job Description Example
POSITION: Cattle and Crop/Feed Manager
ACCOUNTABILITY: Board of Directors
STATUS: Exempt
POSITION OBJECTIVES AND PURPOSE:
The Cattle and Crop/Feed Manager is responsible for the landlord relationships, custom crop vendor contact
and raise grass-fed beef. Additional responsibilities include overseeing BUSINESS NAME’S macro environment
including, but not limited to, manure management, building maintenance, regulatory issues and business
management.
ESSENTIAL FUNCTIONS:
Directs, plans and implements short- and long-range strategic policies and objectives of BUSINESS NAME in
accordance with Board of Directors.
Consults with and counsels management to execute and review business operations and address crucial
issues; ensures clear communication to employees and the public.
Leads and implements relationships with landlords including negotiating rents, contracts and preservation.
Records harvesting and storage information.
Guides the care and feeding during the calving season. Breeds cattle along with maintaining fencing for
rotational grazing. Collects weaning data, schedules vet work, and markets feeder calves. Keeps up to date
records for data collection and marketing.
Directs and plans the planting, spraying, combining and hauling of row crops with custom crop vendors.
Handles cutting, bailing and hauling of hay.
Maintains feed rations, orders feed, consults with a nutritionist, collects feed samples and oversees
equipment and facilities.
Directs and coordinates activities of business or department concerned with production, pricing, sales and/or
distribution of products.
Provides direction for procurement of new sites, construction of buildings, technologies and equipment and
supplies.
Serves as a member of the Board of Directors, and represents BUSINESS NAME to management committees,
financial community, major customers, government agencies, shareholders and the public.
Ensures that privacy policies and procedures established by BUSINESS NAME regarding protected health
information are implemented and maintained.
The preceding statements are intended to describe the general nature and level of work being performed by
people assigned this classification. They are not to be construed as an exhaustive list of all job duties
performed.
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ADDITIONAL RESPONSIBILITIES:
Performs other related duties as they arise.
MINIMUM QUALIFICATIONS:
EDUCATION, EXPERIENCE AND SKILLS REQUIRED
Bachelor’s Degree with concentration in Agriculture, Crop Science or related field.
2+ years of experience in agriculture.
Crop management experience.
Understanding of Precision Ag Technology.
Demonstrated experience operating, loading and driving a loaded trailer.
Valid driver’s license.
Knowledge of economic and accounting principles and practices, financial markets, banking and
analysis and reporting of financial data.
Knowledge of inputs, outputs, raw materials, waste, quality control, costs and techniques for
maximizing the manufacture and distribution of goods.
Knowledge of principles and methods involved in showing, promoting, and selling products and
services, including marketing strategies sales control systems.
Strong communications and public relations skills, demonstrating vision and direction for the
corporation.
Ability to review and critically appraise program proposals and other complex issues.
The preceding qualifications are guidelines. Other combinations of education and experience could provide the
necessary knowledge, skills and abilities to perform this job.
WORKING CONDITIONS AND ENVIRONMENT:
Most of the work a cattle manager performs takes place outdoors and in barns. Taking care of these animals is
physically demanding and time-consuming, resulting in duties that meet or exceed a full-time work week. The
work is dirty, dusty and not for the faint of heart, as cattle managers may be called upon to assist in giving
birth or curing serious diseases or wounds. Use of heavy tools and equipment and the heavy weight of these
animals require cattle managers to pay attention always and be physically fit.
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