A Job is defined as a collection of responsibilities and duties associated to performing a function within each unit of the organization, which in turn determines employment rules. Associated with each job are the occupational codes, wage ranges or salary scales, and premiums.
A job is always associated with a unit, which determines the employment rules applicable to the job.
Employees may be assigned to a job, either permanently through a work assignment record, or temporarily through a payroll transaction. In either case, the employee's record inherits certain information from the job, such as a default pay rate and general ledger distribution. This defaulting process reduces the amount of information that must be entered on an employee’s record to ‘exceptions’ and ‘overrides’ only.
Collective agreements within unionized organizations usually contain a list of jobs that apply to the union. Jobs are usually generic in nature and many different employees may do the same job.
The same job code may be used in different units but it is recommended that they be unique.
Job details are date sensitive. This means that as the job information changes over time, a complete history of the job may be kept.
Job codes and names may be changed at any time and the effect of the changes will be seen immediately throughout the system.
A job code may be frozen to ensure the job is no longer used for new changes, while it still remains available for inquiry on historical information.
It is recommended that meaningful code names be chosen for job codes (i.e. accountant, analyst, benefit administrator, carpenter, consultant, controller, craftsman, engineer, entertainer, inspector, lecturer, manager, payroll clerk, president, programmer, stagehand, supervisor, teacher, technician, vice-president, etc.).
When a job is then assigned to a specific department within the organization, a [Position|POSITION] has been defined.
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![Notes|Edit:Internal.JOBS]
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