PMIP1 Create a job questionnaire - Essay Example

Job Questionnaire – Payroll Clerk Job Questionnaire – Payroll Clerk Duties Performed Please list the duties that you perform on dailybasis and the number of hours you spend on each duty? # Of Hrs./Day Duty In a few lines outline the duties you perform generally or provide s summary of what is the work that you do? Special Qualifications What is the minimum level of formal education you possessed in order to obtain the position in which you are working? Were you required to attain a license or a certificate in order to attain your position?

Equipment’s Used Are you required to use a computer and word processing software such as Microsoft Excel to perform your job? What other computer based applications are your required to use to perform your job? Working Conditions Are you exposed to any of the following condition while performing your daily activities? Condition Yes No Dust/Dirt Interruptions Harsh Weather Specify Any Other Conditions Are you only required to work within the limitations of the organization or you even need to travel in order to perform your tasks?

Interaction With Others Please specify the people you interact in order to perform your job Contact Yes/No Nature Of Interaction Head Of Your Department Employees In Your Own Department Please specify any other individual or employee you need to contact in order to perform your duties. Supervisory Responsibilities Are you required to oversee and/or direct other staff members? Please specify the positions that you oversee and/or direct? Are you required to monitor and direct any volunteers and/or interns?

Decision making Responsibilities Do you follow a work structure that has been prescribed by your supervisor and are you required to obtain approval from the supervisor in order to deviate from the structure of your work? Is your completed task evaluated under the light of standards of quality and technicality that have been set under the policy of the organization? Performance Measures For Evaluation Of Payroll Clerk 1. Comparison of authorized rate of salary payment with the number of times excess salary was paid. 2. Number of times a W-2c form was supplied in a specific period of time. 3. Number of times the payroll and/or compensation and benefits manual was checked in a specific period of time. 4. Number of times the payroll clerk had to provide the employees with a W-2 Form. 5. The number of times pay checks have been returned within a specific period of time. 6. Comparison of the expected number of hours that an employee is allowed to work and the number of hours that have been registered (Bls.gov, 2015). 7. Compare the payment of salary against the allowed pay rate for an employee. 8. Check whether the payroll database has been updated before the expected time period of not.

Equal Employment Opportunity One of the recruitment strategies that can be implemented in order to comply with equal opportunity guidelines while hiring a payroll clerk is the targeted outreach strategy. While implementing this strategy a recruiter should advertise the position through mediums that can help the recruiter in reaching those individuals and groups that cannot be reached through various standard methods of reaching applicants. In order to use this strategy a recruiter should advertise through various media outlets including internet, social media, print media and they should indulge in job fairs in order to reach minorities such as women and veterans.

Another strategy that can be implemented by the recruiters is that they should limit their job advertisement to details that are relevant to the job and avoid terms and terminologies that may seem discriminatory in nature. For example: while hiring a payroll clerk the job advertisement should not be directed towards a particular gender or race. This is because various individuals belonging to different gender and race may have the qualifications and the experience required to work as a payroll clerk.

The recruiter should only focus on the educational requirements as well as experience that are required to perform the job. Broad outreach strategy is another strategy that can be used to ensure that a recruiter and the organization are considered as an equal employment opportunity provider. Some organizations have a rule of only conducting internal recruitment as they believe that the employees who are already working within the organization are good enough to work in different positions. Furthermore, some organizations may only prefer recruiting individuals who are not a part of the organization.

If an organization uses a broad strategy it will not only advertise the vacant position of payroll clerk within the organization, it will even advertise the position outside the organization. References Bls.gov,. (2015). Financial Clerks : Occupational Outlook Handbook: : U.S. Bureau of Labor Statistics. Retrieved 9 February 2015, from http://www.bls.gov/ooh/office-and-administrative-support/financial-clerks.htm#tab-2