Why formal job descriptions?
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.
Key components
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.
Summing up
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.
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Or ask us to review your firm’s job descriptions.