THE JOB REQUIREMENT OF TASKS. The job requirement of each task is assessed based on the job description or job content. Only the tasks are assessed, not the person performing the tasks. The main tasks and the skills and qualities required for their performance are listed in free form. The job title alone is not a sufficient description of the main tasks. The job requirement of a task is assessed by a job-specific job requirement assessment system, based on which each task is placed in one of the five job-specific job requirement categories (A-E). The job requirement category and its criteria are discussed with the salaried employee. Job requirement assessment in practice The job requirement assessment is based on job content, which determines the job- specific job requirement category. The level of job requirement depends on - the frequency of independent decision-making - the variety of decision-making situations - how extensive and specialised knowledge is needed to make decisions - how general the instructions for the task are - how central development duties are to the task - how challenging the different communication and interaction situations are - how extensive and significant the impact of the decision-making is. The scope and depth of knowledge required may be enhanced through training and relevant work experience. Based on the job content, the task is placed in one of the following five task-specific job requirement categories: COLLECTIVE AGREEMENT FOR SALARIED EMPLOYEES A. Basic jobs based on the task or company's general work instructions. Responsibility for the performance of the task. The necessary knowledge and skills are obtained through training and/or experience.
THE JOB REQUIREMENT OF TASKS. The job requirement of each task is assessed based on the job description or job content. Only the tasks are assessed, not the person performing the tasks. The main tasks and the skills and qualities required for their performance are listed in free form. The job title alone is not a sufficient description of the main tasks. The job requirement of a task is assessed by a job-specific job requirement assessment system, based on which each task is placed in one of the five job-specific job requirement categories (A-E). The job requirement category and its criteria are discussed with the salaried employee. Job requirement assessment in practice The job requirement assessment is based on job content, which determines the jobspecific job requirement category. The level of job requirement depends on – the frequency of independent decision-making – the variety of decision-making situations – how extensive and specialised knowledge is needed to make decisions – how general the instructions for the task are – how central development duties are to the task – how challenging the different communication and interaction situations are – how extensive and significant the impact of the decision-making is. The scope and depth of knowledge required may be enhanced through training and relevant work experience. Based on the job content, the task is placed in one of the following five task-specific job requirement categories:
A. Basic jobs based on the task or company’s general work instructions. Responsibility for the performance of the task. The necessary knowledge and skills are obtained through training and/or experience. COLLECTIVE AGREEMENT FOR SALARIED EMPLOYEES
B. A task that requires the application of instructions to one’s own work or task in which the person performs several basic tasks independently.
C. General assignments or extensive and varied tasks. The necessary versatile knowledge and skills can be obtained through training and/or fairly long experience.
D. A task in which general operative principles must be applied. The necessary versatile and extensive knowledge and skills can be obtained through training and/or long experience complemented with accumulated knowledge.
E. An independent task with special responsibility for result. The necessary versatile and in-depth specialised knowledge and skills can be obtained through training and/or long experience.
