FIGURE 1: Example of a quality job description outlining important features to communicate when seeking ranch employees.*
ANYONE’S CATTLE COMPANY POSITION TITLE: Cowboy
Prepare job descriptions for em- LOCATION: Texas
PURPOSE: How does the position contribute to the success of the operation, segment and company? A cowboy, under the direction of a foreman, is to assist in accomplishing the unit goals. These goals include caring for cattle, horses, pastures, equipment and fencing.
POSITION DESCRIPTION: What duties, responsibilities, and accompanying measures or metrics, will the individual be measured on? What level of performance is required? • Cow Condition: Understand and observe cow condition, provide feedback to the unit foreman. • Timeliness: Be punctual, trustworthy, and hard working. • Pasture & Range Management: Observe forage conditions and provide feedback to the foreman to assist in grazing management.
• Ownership: Show interest in unit, accept responsibility, stay busy, and make sure each job is done to meet or exceed expectations.
• Self-improvement: Be willing to learn and participate in training activities. • Policy: Understand and follow ranch and company policy. • Safety: Work safely at all times. • Maintain and continuously improve unit infrastructure: Help keep all unit fences, cow pens, facilities and equipment neat, clean, and in good repair.
• Coordination, communication and representation. a. Effectively communicate with other unit and ranch employees. b. Represent ranch professionally at all times.
KNOWLEDGE/SKILLS/EDUCATION: What skills/certification/education must the applicant have/maintain/gain? Include any degrees, certifications, and licenses required. • Must have a valid Texas driver license. • Must have high school diploma or GED. • Must be able to saddle and ride a horse. • Must be able to effectively handle cattle. • Must be able to drive a tractor with implements and hook up and detach the implements.
PHYSICAL DEMANDS AND WORK ENVIRONMENT: What working conditions or physical functions are normally required to perform the essential functions of the job? Reasonable accommodations may be made to enable individuals with disabilities to perform the essential job functions.
• Must be able to continually lift up to 75 pounds. • Must be able to push, pull, and drag up to 200 pounds. • Must be able to walk and stand for 9 to 12 hours per day. • Must be able to ride a horse for 6 to 8 hours per day. • Must be able to work outside in year-round weather conditions including heat, cold and rain. • Must be able to work an average 45-hour week with an average 9-hour work day. • Must be able to tolerate, be willing to learn and perform castration, euthanasia, vaccinations, dehorning, ear tagging, ear notching, branding, extract blood samples and other procedures associated with animal husbandry.
• Must be willing to work weekends and holidays when required.
SUPERVISORY RESPONSIBILITIES: • None
*Taken from Deseret Cattle & Citrus job description for cowboys.
tscra.org
ployees if this has not already been done. A good job description informs an employee of what is expected by management and serves as a self- evaluation tool for measuring job performance. Job descriptions help managers evaluate tenured employees in addition to new hires. “Once a quality job description
has been written, you are then ready to develop the candidate pool,” says Rhoades. “The wider the net is cast, the greater the like- lihood will be of fi nding the right person for the job. The reputation of the ranch has an impact on the number of potential candidates at- tracted to the job offering. If the ranch is known as a great place to work, it will have a distinct advan- tage when trying to attract high- quality potential employees. “A reputation as a great place
to work can be developed if man- agement is willing to show their employees that they play a signifi - cant role in the overall success of the ranch and that management is motivated to help employees suc- ceed individually.” There are a couple of strategies to
consider when assembling a pool of potential candidates for a particular job offering. If management is look- ing internally, the position or job description should be appropriately
January 2015 The Cattleman 83
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