Listing the knowledge, skills and abilities (KSA's) give you ready standards to measure the qualifications of applicants. Be careful not to violate laws that prohibit discrimination in employment and seeks to assure employment opportunities for people with disabilities. You may not discriminate against applicants on the basis of their race, skin color, gender, religious beliefs, national origin, physical disabilities or age (if the applicant is at least 40 years old), or in some states their sexual orientation (EEOC).
I. Necessary Elements
A. Qualifications, such as necessary skills, education, experience and licensure. Be sure to set your qualifications at the minimum standards, not unnecessarily high levels which may impact groups protected by anti-discrimination laws.
B. Essential job functions: identify the core or basic functions of each job. You may not discriminate against an applicant because they may not be able to perform a marginal function of the position. List only essential job functions.
C. Nonessential job functions: List functions and duties that are desirable but not required for a particular job, ex. typing for a receptionist position.
II. Permitted Discrimination (For the majority of municipal recreation centers this is not an issue. Just delete this from the job description or put none)
In a few instances an employer may have a legitimate reason to have a job qualification that would normally be illegal. These are called bona fide occupational qualifications (BFOQ), Religion, gender or national origin may be BFOQ's if it is a necessary qualification for the normal operation of a business.
Religion: if the job requires performing religious duties.
National Origin: based on language proficiency, cultural background and acceptability to trading partners.
Gender: if the job requires personal privacy, ex. restroom attendants, security guards who perform body searches, acting and modeling.
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