June 14th, 2018
Flexicrew Technical Services, Flexpert, Hiring, HR, Job Postings, job profile, jobs, Recruiting, Staffing, Temporary Staffing
Why formal job descriptions?
Ask our Flexpert any job description questions to get it right.
Hiring organizations have no legal obligation to develop, maintain or periodically revise job descriptions. By the same token, there are multiple advantages and legal upsides that make that practice useful.
Good job descriptions perform several important functions
They are especially useful if they are carefully written, maintained and used.
They describe the key elements, specifications and functions of every job for employers. Formal job descriptions are the basis for setting expectations for positions. They reflect the skills and experience job candidates must have. They are also useful as a basis for performance appraisals.
Likewise, they provide benefits to other teams or individuals who interface with a certain position to know what to expect from that function.
Then, let’s define some important parts. For instance:
- Job title
- Goals of the job
- Pay rates
- Hours/shifts, overtime and weekend work
- Exempt/non-exempt status
- Employee benefits
- Organization reporting relationships/hierarchy
- General duties including descriptions of significant activities
- Position duties which make up the main part of the job’s actions
- Background including experience, education, licenses, credentials, training, and necessary tech skills
- Harsh states such as: contact with severe temps, prolonged standing, heavy lifting, major overtime, etc.
In other words, job descriptions are key details of every job, for every firm. We described how good ones perform many central functions. We also outlined how to write clear, concise and accurate job descriptions that define defined roles.
Also, have new-hires sign employment contracts. They should state that they have received their job specs, reviewed them, and agree what’s assumed in their role. This can better protect and inform both employer and employee.
Want to find out how to access Flexicrew’s broad network of skilled workers and professionals? Contact us today!
Or ask us to review your firm’s job descriptions.
What is a JSA and should I be using them?
A JSA – Job Safety Analysis – is the most common type of general safety preparation employers can take against health and safety hazards on the job. It is usually a simple form that structures a quick hazard analysis that field supervision can use every day.
A JSA should be done before you start a task, after an accident or near miss, and if a new condition or hazard presents on the job.
How Do I use a JSA?
- Step back and examine the job you’re about to perform with fresh eyes, unclouded by routine and alert to potential hazards related to the scope of work. Be the detective and look for clues that you wouldn’t normally look for when performing your task.
- Look closely at how a job is done and what sort of tools and machinery people are working with.
- Notice any obvious hazards, then look deeper to see if you can uncover any hidden hazards. These are usually not intentionally hidden, they just might need a new set of objective eyes on them to notice the hazard.
- Are there controls in place already to prevent injury around the workplace hazards you have discovered? Discuss all hazards with the crew. Also discuss any controls that are in place to eliminate or mitigate them. Any hazards that have not been addressed should be documented and either mitigated or eliminated prior to starting work.
- If you’re working with a temp service or an employment agency, be sure to inform them of any hazards that employees need to be aware of.
- Everyone on the crew participates in the JSA. The people doing the job everyday are the best detectives!
- Fill out the document and get this paperwork in the hands of the Safety and Risk department or management ASAP.
Good detective work! You may have just saved a life.