A job description serves several valuable needs. 1) It reminds you of necessary skills when selecting personnel for positions, 2) It permits candidates to review expectations so they may elect to participate, 3) It provides expectations for those chosen for the positions, 3) It provides a framework from which to provide feedback to the worker, perhaps during, but especially after the program, and 4) It is a quasi-legal document in the event that any lawsuit might arise.
As such, they must strike a tone between specifics and generalities, for one written too specific can become like some union agreements and cause the worker to refuse certain tasks, while too general and it fails in the four above tasks.
Prepare two job descriptions. These should be for two separate areas of work responsibility, and should include:
Days and hours of expected performance
Tasks expected (this is where it is important to not be too specific or too vague [for instance, “checking people into an event” is a good, reasonable statement; “accepting tickets, providing wrist bands, distributing gifts, notifying security of issues” may be getting too far into specifics and suggest that if something is not listed, it is not expected of the worker]
Identify any positions that have tasks that may be limited to those not suffering any form of disability or which need certain strengths [ability to lift and carry up to 40 lbs.] by specifying physical expectations.
Stipulate how many breaks will be provided, their length, and whether food and beverage are provided. Also any other accommodations the worker may expect (such as free parking, a shaded work area, a uniform or shirt (is this one, or a clean one each day?), etc.
What is the time and length of the training and are they ineligible for the position if they are unable to attend.
Is there pay, and if so, what is it? Is training time paid as well (usually it should be)? When will pay be issued – at end of the event, or mailed to them (and in approximately what length of time).
Is there any employment eligibility requirement (more common with paid positions) such as eligibility to work in the US?
What qualifications do you seek? (This may be specific, such as past bartending experience, bartending certified training or crowd control certification, or these may be general, such as pleasant, approachable disposition, previous work with the public, etc.)
NOTE that I am seeking to provide some examples to help with these guidelines, and they will be attached prior to the module on staffing.