HTM Job Description

The exercise of staffing a clinical engineering department begins with the development of job descriptions, job titles, pay scales, and certification requirements (Pacela and rush, 1993; Dyro, 1989 a,b). Based on the job description, clinical engineering managers/directors must determine the qualifications and experiences required for the position.

The mix and quantities of employees must be derived from the clinical engineering department’s responsibilities. Typical clinical engineering departments employ clinical engineers (CEs), biomedical equipment technicians (BMETs), and administrative support staff.

Job descriptions clarify what an employee is responsible for and what is expected of them. Preparing a thorough, complete job description is a critical first step in the selection process. The job description provides potential candidates with a clear description and main objective of a position and assists them in determining if they can perform the duties of the position.

• Identifies duties of positions
• Organizes work efficiently enabling supervisors to better control workload
• Assists in identifying employee training needs
• Assists in evaluating and defining employee performance and expectations
• Serves as a recruitment tool
• Avoids potential out-of-class situations
• Provides a defensible tool when documenting employee performance issues
• Provides a reliable foundation for position evaluation when faced with issues such as reasonable accommodation, limited duty, workers compensation, fitness for duty and disability retirement.

After identifying the required staff structure, you need to create the required job description for each job in the department. The job descriptions are written statements that describe the following:

• Position title,
• Position Supervisor title,
• Duties& Responsibilities,
• Most important contributions and outcomes needed from a position,
• Required qualifications & experiences,
• Reporting relationship and coworkers of a particular job.