What is a superordinate function

Function description: Special features and examples

Function descriptions are also described as “the less formalizing variant of the job description” or as a “collective job description”. Only the goals and the most important core tasks are included in the functional descriptions; narrowly defined task descriptions are dispensed with. In other words, they represent the essential characteristics of functions. This gives employees greater scope for action as well as responsibility for cooperation and ultimately development prospects.

Since the job description focuses on the individual job, it involves the risk of being fixated on one's own area of ​​responsibility. The description of the function for a whole group of employees is based on the team and thus promotes flexible cooperation in the work team.

Elements of the functional description

A functional description typically includes the following elements:

  • Function designation
  • Organizational integration (superordinate function, subordinate functions)
  • Objectives of the function
  • Core / main tasks of the function
  • possible requirements
  • Area of ​​responsibility
  • Hints
  • possibly wage category
  • Date of issue and visa

Functional descriptions do not list any work steps even more clearly than in the job description. Rather, the objectives relevant to the position are listed and the processes are described, as well as the responsibility.

The terms (codes) used can be standardized and used company-wide so that the functions are described in a comparable and uniform manner.

Different examples

Examples of uniform function designations:

  • Associate, Assistant
  • Secretary (Office Assistant)
  • Engineer
  • Development Engineer

Examples of the hierarchical position

  • Head of Department (Manager)
  • Group leader (team leader)
  • Foreman

Examples of functional goals:

  • Participation in economic production taking into account the standards and quality goals
  • Support in achieving the departmental goals through professional administration and as a point of contact
  • Management of demanding product development projects according to the respective specifications, economic aspects, the current state of technology, the applicable standards and regulations as well as the project management manual

Examples of core / main tasks

  • Implementation of the assigned production steps and quality control of the goods produced
  • Implementation of all necessary secretarial work such as administration, organization, availability, billing and documentation
  • Requirements analysis, conception and implementation of functionality, components and interfaces, review, test and documentation

Examples of the area of ​​responsibility:

  • Achieving the specific production goals and quality requirements, informing the shift supervisor in the event of deviations or disruptions in production, compliance with safety regulations, participation in improving the production process
  • Independent organization of tasks
  • Responsible for the definition of the phases and timely and complete implementation of the agreed milestones

Examples of notices:

  • shift work
  • Participation in the department meetings
  • Necessary steps for the further development of the know-how are agreed annually

Basis for wage determination

Function descriptions can also be used as a basis for evaluating the functions and thus wage determination. The requirements for the function are assessed and grouped on the basis of defined criteria. Functional evaluations support HR management in setting up and developing a systematic and up-to-date remuneration system. Examples of such criteria for job evaluation are:

  • Required training
  • Experience required
  • Complexity of function
  • Scope of responsibility
  • Required social skills
  • Leadership share