Job Descriptions of Employees of Construction Industry

Infrastructure and Construction industries are one of the most booming industries with the development in all the fields and industries. In present scenario, there are growing opportunities in construction industry. With increasing number of projects in construction industry involving developed technologies and small time frame to complete, there is increasing requirement of human resources in this industry market to complete the projects within the stipulated time frame work.

There are different levels of jobs available in construction industry. Higher levels of employment include management level, architects, supervisors, etc and lower levels of employment include construction workers like carpenter, mansion etc. There are different construction job descriptions for different levels of employees. The higher level of employees needs higher qualification, experience and skills.

The lower level of employees is required to be skillful in the expertise area and qualifications are not at all considered. Construction job descriptions include the responsibilities and job profile related to a job in real state. The responsibilities are higher in the jobs of higher level.

At lower level, the main role and task involve execution of the project. The lower employees actually do the real work but without the proper planning from the management the project cannot be done successfully. Hence the role of all the levels of employees is important in the successful completion of the project.

The construction business is growing very fast. As average income is increasing, the demand for houses and apartments is increasing. With this, it is definitely going to be growing at a rapid rate.

The growing industries and service sector are helping construction business to grow. With the growing construction industry, there are several construction job descriptions for variety of job profiles.

The Skills You Must Have in a Webmaster – Job Description

A Web Master is high skilled and knowledgeable in everything pertaining to the maintenance and design of websites. Basically a Webmaster Job Description is a combination being an expert in the field of web design and web development. There is a booming demand for this kind of expertise especially now that most enterprises rely on computers in operating their businesses.

In designing you must be very familiar with languages like HTML and XHTML. This technology is the basic language used in the development of websites. CSS or cascading style sheets is the more developed language of HTML. This enables people to browse through several pages of a website. This language is used to make several changes on the website at any time. JavaScript and Ajax are other languages you should master. In creating websites you have to familiarize yourself with these because these are the basic elements of a website. Your task of developing websites will become easier with the use of these languages. C++, PERL, ASP are other languages you need to know. Flash is essential in creating animation and graphics.

The important part in a Webmaster Job description is to learn and to manage a proper database. Fulfilling a complete course in MYSQL and MS Access will be necessary. In order to be able to perform your duties as a Webmaster efficiently knowledge with these languages will be required of you.

Optimizing the Search engine is another item in the job description list. With the current boom in information technology more and more people are relying on search engines and the internet in general. A webmasters task requires several skills and a great responsibility in maintaining the smooth flow of internet operations. A college degree in Information Technology or in Computer Sciences may be a requirement by your employer in terms of educational attainment.

How to Write a Job Description For Employees of Your Chiropractic Practice

Do you have a written job description for all of your employees? Written job descriptions provide many advantages including:

o Providing a faster way for new employees to get acclimated to their job
o Helping employees better understand what is expected of them
o Providing one sound basis for employee appraisals/performance reviews

When writing a job description, it should be written in such a way that anyone observing a person performing a job can assess how effectively that job is being performed. A job description should focus on results. Before writing a description, you should ask this important question- what are the top 3-5 key areas where the employees performance is critical and how can I measure an employee’s performance in each area?

A job description should contain the following key elements:

o Title of position
o Title to whom position reports
o Titles of individuals the title interfaces with
o List of key effectiveness area for the job (where results are expected)
o Specific objectives for each effectiveness area (for example, supervisor is expected to submit all claims by the end of each day, file those claims according to practice filing procedures, and submit those claims to insurance companies with no more than a five percent reject rate)
o Description of key tasks associated with the job. An example of key tasks would include:

– Receive claim forms from the chiropractor on a daily basis
– Review forms for accuracy and completeness
– Code forms with the appropriate procedure code
– Submit codes to insurances companies within twenty four hours of receipt
– Monitor all submittals to make sure they are accepted by insurance companies
– For rejected submittals, investigate the reason for rejection, correct the errors and

resubmit the claims within no more than twenty four business hours

o Date job description was first written
o Date job description was updated
o Date for employee performance review
o Summary of performance review results
o Salary grade
o Last salary increase and percent

If your practice has never developed job descriptions for your staff, following are the recommended steps for developing job descriptions for all staff members:

1. Develop a list of all of the functions performed in your office without initial regard for who in the office does what.
2. If you have a chiropractic billing system, make a list of all functions requiring work on the part of your staff and add that to your master list of functions.
3. Explain to your staff that you are developing job descriptions and outline the benefits of the effort. Benefits you can mention include clearer delineation of responsibilities, more coordinated efforts on the part of the staff, and a providing everyone a clearer understanding of what is expected of them.
4. Ask each employee to develop a list of the key functions they perform.
5. Examine a work flow chart of the work performed in your office. If you have not developed a work flow chart, you might consider it since it provides a way to review the processes in your office examining which processes can be improved.
6. Take your master list of functions developed and assign each function to the appropriate staff member, including that function in their job description.

If you do not have job descriptions for your practice, begin today developing this valuable tool to improve the operations of your practice and to provide employees with a clearer definition of their responsibilities.

Creating Successful Job Descriptions For SME (5-100 Employee) Businesses


The number one rule with job descriptions is to ensure that at the end of the process everyone is empowered to deliver your vision, goals and targets – not constrained or limited by a narrow-minded or tunnel-vision view of their daily tasks.

A job description that just lists that tasks someone needs to carry out is USELESS – in fact its worse than that – its DANGEROUS and DAMAGING to your business. Such a job description will limit their involvement, create a “that’s not in my job description” mentality. Most importantly, it will hardly make someone feel valued or enthused about their role within a dynamic and successful organisation.

To be USEFUL and to have a POSITIVE impact on business ACHIEVEMENT then your job descriptions need to be heavily focussed on defining the RESULTS of the role or job. i.e. the job is not about going on sales visits or doing demo’s, it’s about generating orders; it’s not about running the Sage accounts system, it’s about managing the cash and delivering useful management information.


The reality is that you are going to want to delegate the writing and agreeing of job descriptions – either now or when the business gets bigger. But, that doesn’t mean you want everyone inventing their own thing; you don’t want some great ones and some rubbish ones. So, to make it easy to delegate, each job description powerful but easy to complete:

a) Template about 50-60 % of the job description to be IDENTICAL for every single member of your organisation. After all, everyone is first and foremost a team player in the same team (organisation), reaching for the same goals, acting with the same level of customer service, espousing the same corporate values etc.

b) You then write a “Purpose Statement” yourself, before you let the managers loose. In a mid-sized SME (somewhere around 30+ employees) it is probably worth separating this into a Departmental Purpose statement and a Role Purpose Statement. This should be pretty short and sweet but should sum up that person or department’s value. It should answer the fundamental question:

“Why am I prepared to pay this person £X,000 every year?”, or put another way…

“What does this person have to achieve to add more value to the bottom line than we spend in keeping them employed here?”

c) To be honest, once you have done that, you could easily stop. You have actually got a pretty useful Job Description. But you will probably now hand it over to the manager to sit down with the employee, go through and agree the templated stuff – i.e. how everyone in the company should act, agree with them their purpose and what it means… AND AS A RESULT fill in the rest of the document to define, in more detail, what that person needs to do in order to deliver upon their purpose, and that of the department.


This is tough, but worth spending a lot of time on – after all it is going to be given to and agreed by every single person in the company.

Make it results oriented, growth oriented (growth for the business and the individual) and most of all make it reflect the values that you would like all employees to have and the reputation you would like your company to gain. You won’t want yours to be exactly like mine, but feel free to take a look at the sort of thing we use (company name removed to comply with ezine rules about not self-publicising – hopefully this doesn’t create confusion). I would strongly recommend sections like:

World Famous Team Member

[Company Name] is a World Famous organisation; striving to be World Famous in everything we do; doing everything as if that activity were to be talked about the world over. We treat each other World Famously and positively encourage and help each other to act World Famously.

As a member of the [Company] team, your job first and foremost is to actively play your part in the organisation and help [Company] to achieve its mission, grow its business and increase its profitability – in order to expand its reach & help more customers, as well as to increase the overall wealth and opportunity for employees & stakeholders.

As with any team, the organisation relies upon you to deliver upon the mission, goals and values of your department and your individual role, as well as working well with other departments and colleagues to help them achieve theirs.


Key Results

[Company] is a results and quality-oriented business. This job description is based on outcomes rather than inputs. This gives the job holder greater freedom and greater accountability.

1. First and foremost, you must play your part in delivering and exceeding your department’s goals. mission and targets; while working with other departments to help them exceed theirs.

2. Furthermore, everyone is expected to contribute to enhancing the departmental and company-wide performance through actively increasing the targets and reviewing & refining the relevant goals, targets, processes and attitudes.

3. Where possible, you should also work to recruit, develop and mentor potential successors for your role, or parts thereof. Developing succession options at every level is key to allowing the business to grow and to offer you promotion and/or a change of role in the future.

4. More Specifically, within your role, you should:

a) specific things for you to achieve

b) specific things for you to create

c) specific results for you to deliver


Key Tasks

Beyond or as part of delivering the Key Results above, you will be required to carry out a number of tasks to aid the effective execution of your role within the wider business. As with any medium-sized and growing organisation, every team member needs to be flexible, be prepared to pitch-in and prepared to take on new tasks and let go of reassigned tasks. The tasks outlined here are not intended to be an exhaustive list of activities but are intended to help you know what your key tasks should be – particularly those that are required for other people/departments to be effective:





This is again pretty tricky to get right. But there are a few useful steps to set you on the right path. First of all take a look at your organisation chart and make sure this really reflects the business shape that will help you grow and set clear responsibilities (and Purposes!).

If you don’t have a good organisation chart then read my other article on that! By the way, if you have read my article on organisation charts and have some employees in multiple boxes, then the best plan is to issue those people with two job descriptions – yes – they have two (or more) areas of responsibility, and multiple hats to wear right now – so this makes sense. Furthermore, when you come to hire someone into those “extra boxes” then you can whip out the relevant job description to help with the recruitment process and ensure you get the right person.

I strongly believe that to be really successful employees (and managers) need a single and clear purpose. So if you find yourself writing purpose statements that say…and…and…and… then you probably need to split this role into multiple roles (even if the two roles/jobs are currently being done by the same person – see my article on organisation charts to see how this can work).

From the organisation chart you ought to be able to define the purpose of the department and the purpose of each role in the department. Once finished, you ought to be able to look at them and ask yourself “if all of these purpose statements are delivered upon will we be achieving everything we need to be highly successful?” – if not, then you are missing something – a role in your organisation chart or some key purpose for one of the roles.

Again, I plan to publish a big set of examples separately in another article (again to make it easy for you to copy and paste, adjust and change) but here are a couple of examples to show you the sort of thing I am talking about:

New Business Sales Department

New Business Sales Departmental Purpose

To consistently manage a pipeline and exceed sales targets by winning professional, honest and profitable new customer deals…

…in order to ensure the business continues to grow in a Profitable and World Famous way.

Sales Consultant Purpose

To consistently manage your personal pipeline and exceed your sales targets with professional, honest and profitable sales, day in, day out…

…in order to ensure the department delivers its mission, values and goals in a Profitable and World Famous way.

Sales Manager Purpose

To Manage the new business sales department (people, processes and results) to consistently exceed targets with professional, honest and profitable sales, week in, week out…

…in order to ensure the department delivers its mission, values and goals in a Profitable and World Famous way.

Operations Department

Operations Department Purpose

To exceed delivery, effectiveness and efficiency targets while delivering quality, professional and profitable solutions (incl internal projects) that help our clients to grow their business…

…in order to ensure the business continues to grow in a Profitable and World Famous way.

Assistant Solution Developer /

Consultant Purpose

To efficiently, effectively and professionally complete work packages assigned to you, delivering quality work to the project manager and sensibly balancing our billing profitability with customer benefit day in, day out…

…in order to ensure the department delivers its mission, values and goals in a Profitable and World Famous way.

Project Manager Purpose

To exceed your delivery targets by professionally planning and managing projects, delegating quality work packages to consultants, and delivering solutions (including internal projects) that help our clients to grow their business while sensibly balancing our profitability with maximum client satisfaction…

…in order to ensure the department delivers its mission, values and goals in a Profitable and World Famous way.

Operations Manager

To Manage the Operations department (people, processes and results) to consistently exceed delivery targets with high client satisfaction, week in, week out…

…in order to ensure the department delivers its mission, values and goals in a Profitable and World Famous way.

And while the examples above don’t include it, I have recently begun starting each role with “Do whatever is necessary to…” – this little adjustment from our Sales Director pretty much sums up what we need from employees in an SME – where you often find things don’t go according to plan!

I hope all that helps and I strongly recommend you have a go. I suggest you start off small. Just do a couple of job descriptions and then review what you have, refine your template and your purpose statements, then just rush through and get everyone in a position of at least having a basic job description (your template with your purpose statements). At that point you have something in place for everyone, and you have met your legal obligations (in the UK at least it is a legal requirement to give an employee a job description). You can then let the managers refine the job descriptions one by one with more specific results, tasks etc as required and over time.

Good Luck!

Andrew Ardron is a successful Entrepreneur who has developed several significant ventures over the last 12 years, and while still running and growing his own business, is passionate about helping others to be successful too – not just in making money but ENJOYING running their business and in particular using a self-owned business to achieve what we want in our personal lives too. Andrew’s main business supplies CRM Software and CMS (web solution) Software – why not visit for CRM Software and Web Solutions that really deliver on the promises of business growth.