Translating Job Competency Descriptions
Access the Work With Job Competencies Description Translation form.
To translate job competency descriptions:
Complete these fields and then click Find to locate the job competency description that you need to translate:
Type Structure
Job Competency Code
To narrow the search, complete any of these fields or options, and then click Find:
Organizational Business Unit
Effective Date
Job Group
Job Type
Job Step
Language
Descriptions Not Translated
Select an option from the version of Job Competencies in an Organization (P08006) that is specified in the processing options to specify the audience for the description. Options may include:
Human Resources View
Manager Coaching View
Manager View
Employee View
Select a record in the detail area and then click Select.
On the Job Competency Description Review form, to add a new, translated description for this view, select Add Description from the Form Menu.
On the Job Competency Description Maintenance form, complete the Language field.
Enter the translated description in the media attachment area at the bottom of the form.
To attach other types of electronic attachments, such as pictures and links to internet pages, click the button above the media attachment area, and then enter the attachment.
When you have finished entering attachments, click OK.
To enter a translated description for another audience, repeat steps 1 through 9.
Repeat these steps until you have entered a translated description for each of the audiences.
- Type Structure
Enter a defined code (00/TS) that identifies the type of organization structure, such as financial or responsibility. Each type of organization structure can have a separate hierarchy. The purpose of this type structure in the context of job competencies is to optimize the ability for jobs to inherit competencies from organizational business units in the type structure.
- Job Group
Enter a grouping of similar jobs that are linked together to form a unit. The jobs might be similar in functions within the organization, job duties, tasks, responsibilities, job evaluation methods, or pay philosophies. Typical job units are clerical or administrative; technical, engineering, scientific, and professional; factory jobs; management; and executive.
Consider dividing groups into separate populations based on the differences between exempt and nonexempt employees, according to the rules and regulations of the Fair Labor Standards Act. For example, consider assigning all the managers to the Managers job group.
A job category defines a specific job, and all related job categories are classified by a job group. You can define job group codes using defined code table 08/JG.
Job competencies related to specific groupings of similar jobs should be attached to the job group. All jobs in a job group will inherit the job competencies attached to the job group. This simplifies the maintenance of job competencies. If you need to change a job competency that is attached to a job group, change the job competency just once where it is attached to the job group instead of for all jobs in that job group.
- Job Type
Enter a defined code (07/G) that defines the jobs within the organization. You can associate pay and benefit information with a job type and apply that information to the employees who are linked to that job type.
- Language
Enter a defined code (01/LP) that specifies the language to use on forms and printed reports. Before you specify a language, a code for that language must exist at either the system level or in the user preferences. A blank value indicates the domestic language.
- Descriptions Not Translated
Enter an option that specifies whether to view job competency descriptions that have not been translated. When this option is turned on and there is a language specified in the language control field, the detail area displays all of the descriptions that exist in the domestic language that have not been translated into the specified language.