1.
CHAPTER 1
DISCUSSION
1.1 Job Description
A job description is a document that describes the general tasks, or other related,
and responsibilities of a position. It may specify the functionary to whom the position
reports, specifications such as the qualifications or skills needed by the person in the job,
and a salary range. Job descriptions are usually narrative. but some may comprise a simple
list of competencies; for instance, strategic human resource planning methodologies may
be used to develop a competency architecture for an organization, from which job
descriptions are built as a shortlist of competencies. a job description is usually developed
by conducting a job analysis, which includes examining the tasks and sequences of tasks
necessary to perform the job. The analysis considers the areas of knowledge and skills
needed for the job. A job usually includes several roles. According to Hall, the job
description might be broadened to form a person specification or may be known as "terms
of reference". The person/job specification can be presented as a stand-alone document, but
in practice it is usually included within the job description. A job description is often used
by employers in the recruitment process.
1.2 Qualification Of Job Description
 SYSTEMATICS: consist of certain components, certain sub-parts, and fulfilling the
certain terms.
 DEFINITELY: contents and purposes of clear, light, and no doubt .
 SHORT: written with short words and sentences, short and right, do not borrow time
from the readers.
 APPROPRIATE: giving understanding, suitable, suitable directions such as that is
considered by the contents.
 RESPONSE OF TAKES AZAS: words and any same sentence show the same or
aligned purpose.

2.
 ACCURATE: all conditions, reality, and seems outlooked in complete, not less and
also excessive.
1.3 How To Write a Job Description
The process of writing a job description requires having a clear understanding of
the job’s duties and responsibilities. The job posting should also include a concise picture of
the skills required for the position to attract qualified job candidates. Organize the job
description into five sections: Company Information, Job Description, Job Requirements,
Benefits and a Call to Action. Be sure to include keywords that will help make your job
posting searchable. A well-defined job description will help attract qualified candidates as
well as help reduce employee turnover in the long run.
Crafting a compelling job description is essential to helping you attract the most
qualified candidates for your job. With more than 16 million jobs listed on Indeed, a great
job description can help your jobs stand out from the rest. Your job descriptions are where
you start marketing your company and your job to your future hire. The key to writing
effective job descriptions is to find the perfect balance between providing enough detail so
candidates understand the role and your company while keeping your description concise.
We’ve found that job descriptions between 700 and 1,100 words see an average 24%
increase in apply rate.
Use the tips and sample job descriptions below to create a compelling job listing.
 Tips for writing a great job description
1. Do your research. Look at other job listings for similar roles for ideas.
2. Create a clear job title using terms that a qualified candidate would include in a
search.
3. Use direct, easy to understand language. Avoid jargon and acronyms.
4. Be detailed about the qualifications and responsibilities of the job.

3.
 Details to write a job description
1. Job Title
Make your job titles specific. Targeted job titles are more effective than generic
ones, so be precise by including key phrases that accurately describe the role.
Avoid internal lingo that may confuse the job seeker. Stick to standard
experience levels like “Senior” rather than “VI” or other terms people are less likely
to look for.
Keep the job title concise. Our data shows job titles that are 80 characters or less
receive more clicks
Research popular job titles. Use Indeed Job Trends, a free tool, to compare the
popularity of job titles and phrases within job postings.
2. Job Summary
Open with a strong, attention-grabbing summary. Your summary should
provide an overview of your company and expectations for the position.
Hook your reader with details about what makes your company unique. Your
job description is an introduction to your company and your employer brand.
Include details about your company culture to sum up why a candidate would love
to work for you.
Include an exact job location. Provide an exact job location to optimize your job
posting so it appears higher in job search results.
3. Responsibilities and Duties
Outline the core responsibilities of the position. Make sure your list of
responsibilities is detailed but concise. Also emphasize the duties that may be
unique to your organization. For example, if you are hiring for an “Event
Management” role and the position requires social media expertise to promote
events, include this detail to ensure candidates understand the requirements and can
determine if they’re qualified.

4.
Highlight the day-to-day activities of the position. This will help candidates
understand the work environment and the activities they will be exposed to on a
daily basis. This level of detail will help the candidate determine if the role and
company are a right fit, helping you attract the best candidates for your position.
Specify how the position fits into the organization. Indicate who the job reports
to and how the person will function within your organization, helping candidates
see the bigger picture and understand how the role impacts the business.
4. Qualifications and Skills
Include a list of hard and soft skills. Of course, the job description should specify
education, previous job experience, certifications and technical skills required for
the role. You may also include soft skills, like communication and problem solving,
as well as personality traits that you envision for a successful hire.
Keep your list concise. While you may be tempted to list out every requirement
you envision for your ideal hire, including too many qualifications and skills could
dissuade potential candidates.
5. Benefits and Perks
Think creatively about perks that could make your opportunity more enticing.
Company sponsored health care is a great start, but the most sought after candidates
can be swayed by other perks that make their lives more manageable. Travel
benefits that reduce the burden of commuting, in-office food service and subsidized
fitness memberships can be part of a well-rounded package. Indeed data show that
searches for “flexible hours” have increased almost 60% since 2014. If it’s more
important for an employee to be productive than to be in the office during
traditional business hours, flexible hours are a cost effective perk that could help
you attract top talent.
1.4 Benefit Of Job Description
Position is the basic unit of the organizational structure that builds the organization.
All positions must be combined to achieve the objectives, so that positions must relate to

5.
individuals and organizations as owners. Job descriptions are a systematic record of the tasks,
authorities and responsibilities of a particular position, defined by the facts. Job Description
should be able to explain and focus on the work itself and not to the personnel who fill the
job. Again, the job description is not focused on the personnel who fill the job. The
preparation of job description is very important, especially to avoid the difference of
understanding so as to avoid duplicate work, and to know the limits of responsibility and
authority of each position. Well, here are the benefits of job description for the organization,
namely:
1. For superiors, to be able to maximize roles and responsibilities of subordinates in carrying
out their work.
2. Leadership Organization, as a leader to be able to lead and provide motivation for each
personnel as the holder of office to produce optimal performance.
3. Position holders, as guides and work guides and know what to do and expect from the
organization. With guidance and work guidance, all thoughts, efforts, and energy can be
focused on the job.
4. Recruiters, in the process of recruitment of personnel part of partnership can know the
right candidates and most suitable according to the needs of the position.
5. Trainers, to know the training needs for the holder of office. With specific needs it
directly affects the performance of the holder of office.
6. Assessor, in relation to performance measurement, assessors can analyze the holder of
office by using tools such as competency assessment and in-depth interview.
7. Succession Planner, to place individuals according to the roles, responsibilities and needs
of the organization. Organizational Planning and Development (Organizational
Development and Planner), to create an organizational development planning that
requires an understanding of the position and type of roles / responsibilities required.
9. Job Evaluator, to weight the position and compare other positions within the organization.

6.
1.5 Example

7.
Pastry Chef
POSITION DESCRIPTION
REPORTS TO:
Executive Chef
SCOPE OF POSITION:
The Pastry Chef is responsible for overseeing the Pastry Department at the Kickapoo Lucky
Eagle Casino. The Pastry Chef demonstrates strong leadership qualities with attention to detail in
elevating and sustaining a competitive edge. The Chef is accountable for the quality and
consistency of all pastry products produced and served including the efficiencies, consistency,
associate training and accountability of costs associated with the pastry department. The Pastry
Chef works directly with the Executive Chef on the creation, development and implementation
of new desserts and creative menu developments of all Casino restaurants.
DUTIES AND RESPONSIBILITIES:
The following are examples only and are not intended to be all inclusive or restrictive; other
duties may be assigned as necessary.
● Demonstrates hands on approach to all bakery products produced in the Pastry Department
insuring quality, presentation and consistency standards meet company standards.
● Assist with the development of standardized recipes for all menu items. Ensures that recipes
are accurate and updated as needed
● Ensures that all food products prepared meet the established specifications and standards.
● Ensures proper levels of bakery and pastry items are prepared based on forecasted needs and
their prompt delivery to the designated outlet for guest consumption.
● With a “Hands on Approach” assigns tasks effectively for the efficient use of allocated labor
ensuring maximum results are achieved and daily production needs have been met in a
timely, organized and efficient manner.
● Responsible for complete set up, cleanliness and organization of the Pastry Department and
bakery areas at all kitchen locations.

8.
● Seeks to maintain knowledge of industry trends in the world of pastry and baking.
● Bake fresh pastries, desserts and breads for all Casino outlets.
● The Pastry Chef must act as a Manager, team leader and motivator for the Pasty Department
working closely with and maintaining good relation with all culinary team members and
other departments.
● Recommends measures to improve production/service methods, equipment performance
● scheduling, quality control, and suggest changes in working conditions and use of equipment
to increase efficiency and safety of the food service operations
● Communicates variances from standards and expectations to the Executive Chef, Sous Chefs,
Lead Cooks, Cooks, Buffet Attendants and utility staff. Maintains awareness of all changes
and conveys the correct information to the next shift.
● Ensures that a sanitary, neat, clean, organized, safe, comfortable environment for employees
and guests is maintained at all times.
● Reviews menu items and makes changes as necessary. Utilizes leftovers whenever possible.
● Ensures that kitchen equipment is clean and in working order, reports and prepares work
orders for required repairs. Ensures that all equipment is handled safely and with reasonable
care.
● Creates recipe cards for all menu items and trains Bakers using recipe cards.
● Assists the Executive Chef with annual budget process and makes recommendations with
regards to the Bakery Department.
● Facilitates all health, safety, sanitary rules, regulations and standards according to health
department and risk management are enforced and followed correctly.
● Attends all meetings and /or trainings sessions as required.
● Other duties as assigned.

9.
REQUIRED QUALIFICATIONS:
To perform this job successfully, an individual must be able to perform each essential job duty
satisfactorily.
● Must be at least 18 years of age.
● Fully competent in all aspects of baking and pastry
● Ability to define a problem, collects data, establish facts and forms conclusions. Ability to
understand complex instructions and material. Ability to mentally process abstract ideas
while delivering results.
● Ability to be present at work for assigned schedule including, nights, weekends, holidays and
extended hours when required.
● Ability to handle multiple tasks and works well in environment with time constraints.
SUPERVISORY RESPONSIBILITIES:
Supervises day-to-day activities; provides a “Hands On” approach to training, planning,
assigning and delegating work. Encourages elevated performance, leads by example, and
disciplines employees for the purpose of improving the Pastry Departments standards of
excellence
EDUCATION AND EXPERIENCE:
 High school Diploma or GED required. Associate's degree (A. A.) or equivalent from two-
year college or technical school or combination of education and experience.
 Minimum of three years progressive experience in the Bakery Department within a Hotel,
Resort, Casino or Restaurant operation.
 Two years as a Pastry Chef in a high volume, multi-outlet hotel, restaurant or casino with
centralized pastry production kitchen.
 Previous work in all decorative medias such as sugar and pastry.
 Two plus years prior pastry management experience

10.
ESSENTIAL COMPETENCIES
● Critical thinking - Evaluates arguments or propositions; makes judgments that seek
constructive resolution in the interests of the operations. The Pastry Chef is able to make
responsible decisions with ownership and accountability.
● Results oriented - Organizes and carry out courses of action to manage likely situations.
Makes things happen and achieves practical results. Makes sacrifices and works well for
big returns.
● Problem solving - Recognizes challenges and suggests resolutions with a plan of action.
Manages progress and revises plan as needed.
● Setting goals and measuring performance - Understands work requirements and improves
levels of competence. Sets goals and considers strategies to select those that balance
progress toward goals against unwanted costs. As the task evolves monitors and measures
the accumulating effects of the situation. Uses performance measures to improve work
processes.
● Managing Human Resources - Assesses knowledge and skills and distributes work
accordingly, evaluates performance and provides comments with constructive feedback.
Assesses needs and obtains training resources for workplace learning activities.
● Career counseling - Mentors subordinates so they achieve realistic personal job growth.
This includes the planning of activities to help place subordinates in appropriate positions.
Utilizes the “Hands On” approach with one-on-one coaching to achieve obtainable results.
● Exercises leadership - Communicates thoughts, feelings and ideas in a professional
manner. Encourages, trains and coaches others to maintain high standards by leading by
example and demonstrating a team approach. Uses an appropriate leadership style for
different situations. Establishes credibility through competency and integrity.

11.
MATHEMATICAL SKILLS:
Ability to add, subtract, multiply and divide in all units of measure, using whole numbers,
common fractions, decimals and work with mathematical such as probability and inference.
LANGUAGE SKILLS:
Proficiency with English, strong oral and written communication skills. Spanish or other
language skills a plus.
EMPLOYMENT AUTHORIZATION:
Must be able to provide authorization to work in the United States. Required to obtain and
maintain a gaming license from the KTTT Gaming Commission. Responsible to keep all
documents current and valid at all times. Kickapoo Tribe or other Tribal preference preferred.
PHYSICAL & WORK ENVIRONMENTS:
● The physical and work environments described here are representative of those that must
be met and are encountered by an employee to successfully perform the essential
functions of this job.
● While performing the duties of this position, the employee is regularly required to stand,
sit, walk, bend for extended periods; reach with hands and arms; talk and listen on a
regular basis. Specific vision abilities include the ability to adjust vision.
● Ability to work for extended periods in an office under artificial fluorescent lighting with
varying noise levels and in a smoke filled environment.
● Must be able to perform under pressure, concentrate for a prolonged periods and able to
work long hours under stressful conditions.
● The employee may be exposed to the risks associated in attempting to resolve issues with
difficult guests and extremely irate staff members.