Job Accommodation Network A service of the Office of Disability Employment Policy

(JAN) (ODEP) of the U.S. Department of Labor. JAN's mission is to

facilitate the employment and retention of workers with
disabilities by providing employers, employment providers,
people with disabilities, their family members and other
interested parties with information on job accommodations,
self-employment and small business opportunities and
related subjects.

Job aids A document consisting of information or instructions used to

guide the user on how to perform a task correctly.

Job analysis The systematic process of gathering and examining and

interpreting data regarding the specific tasks comprising a
job.

Job bank Refers to pools of retired employees who are used by

employers to fill part-time or temporary position needs.

Job classification A method of evaluation used for job comparisons, which

groups jobs into a prearranged number of grades, each
having a class description and a specified pay range.

Job codes Identification numbers assigned to specific jobs or job tasks.

Job description A written description of a job which includes information

regarding the general nature of the work to be performed,
specific responsibilities and duties, and the employee
characteristics required to perform the job.

Job displacement Occurs when an employee’s position is eliminated.

Job enlarging A method used to keep workers motivated, the process

involves adding new tasks which are of the same level of skill
and responsibility to a job.

Job enrichment The practice of adding tasks to a job as a means of

increasing the amount of employee control or responsibility.

Job evaluation Used for compensation planning purposes, it is the process of

comparing a job with other jobs in an organization to
determine an appropriate pay rate for the job.

Job grade The group into which jobs of the same or similar worth are
placed for determining appropriate rates of pay.
Job group A division within the contractor's workforce for the purposes
of analyzing the workforce for underutilization. Job grouping
is done to group job titles together based on similarity of job
content, pay rates and opportunities for advancement.

Job offer letter A formal written document that is provided by an employer

to a candidate selected for employment which outlines
information regarding the employment terms, such as the
date employment is to commence, the position the individual
is being hired to perform, the agreed upon salary, benefits to
be provided, etc. The employer usually requires the
candidate to sign and return the letter as a formal
acceptance of employment.

Job posting The method of advertising for vacancies internally by posting

a notice of the opening on a bulletin board, etc.

Job pricing The process of determining pay rates for jobs within the
organization by analyzing industry or regional salary survey
data in order to establish appropriate job pay rates.

Job ranking The process of ranking all jobs within the organization in
order of importance or worth.

Job redesign The process of restructuring a job by adding, changing or

eliminating certain tasks or functions in order to make the
job more satisfying or challenging.

Job reference immunity Laws enacted in several states meant to provide employers
statutes with protection from liability when disclosing information
regarding current or former employees. Typically for an
employer to be immune from liability the reference provided
must be factual and truthful, based on documented
information and not be given with malicious intent.

Job-relatedness The requirement that an employer be able to demonstrate

that a particular action, policy or job requirement is related
to the actual job.

Job rotation The practice of transferring employees for temporary periods

of time between varying jobs within an organization. Often
used as a training and development method.

Job sampling During the selection process, the term refers to the practice
of observing and measuring how an applicant actually
performs certain selected job tasks.
Job satisfaction Used to define how an employee feels regarding their job,
work environment, pay, benefits, etc.

Job shadowing A temporary, unpaid work experience opportunity where

students learn about a particular job (typically in a field of
interest) by walking through the work day as a shadow to an
employee.

Job sharing The practice of two different employees performing the tasks
of one full-time position.

Job title A specific name given to a particular job which is used to

distinguish that job from other jobs within the organization.

Johari Window A leadership disclosure and feedback model which can be

used in performance measurement and features the four
quadrants (windows) of “knowing”. Quadrant I – represents
the area of free activity or public area, refers to behavior and
motivation known to self and known to others. Quadrant II –
represents the blind area, where others can see things in
ourselves of which we are unaware. Quadrant III –
represents the avoided or hidden areas, represents things we
know but do not reveal to others, (e.g., a hidden agenda, or
matters about which we have sensitive feelings). Quadrant IV
- represents the areas of unknown activity, in which neither
the individual nor others are aware of certain behaviors or
motives.

Joint employment The relationship between a Professional employer

organization or employee leasing firm and an employer,
based on a contractual sharing of liability and responsibility
for employees.

Joint/labor management A panel comprised of management and union representatives

committee whose purpose is to address problems, resolve conflicts and
build on relationships.

Just cause A legal term used as the guiding principle utilized by

employers whenever engaging in some form of corrective
action or discipline for employees. Just cause is determined
by examining the reasonableness of the discipline according
to a set of guiding principles (i.e. was the employee
adequately forewarned that the particular behavior would
result in discipline or termination; management conducted a
fair and objective investigation of the facts prior to
administering any discipline; rules, orders, and disciplinary
action must be applied in a consistent and non-discriminatory
manner; discipline must be reasonably related to the
seriousness of the offense and the employee’s past work
record, etc.)