Job Descriptions: One of the three critical components of a good HR Infrastructure
There is a tremendous need to pay attention to your job descriptions. They need to be functional, thorough and clear to all who are using them.
Some basic components to the content that need to be included such as:
- Job Title
- Supervisor title
- Department
- FLSA status(DOL compliance)
- Full time/part time
- Date
- Job Summary
- Essential Functions (defined by ADA)with percentages of time
- Responsibility for Work of Others
- Education required
- Qualifications
- Knowledge/Skills/Abilities
- Ergonomic information(useful for FMLA/ADA and full understanding of essential functions)
- Signature section (employee/supervisor)
- Disclaimer related to management ability to change at any time
Writing Job Descriptions There is a method that JBM utilizes that is proven to be highly effective in obtaining the best and most thorough information related to job duties. Employee engagement, JBM's preferred style of working with employee populations and management has proven to be ideal. JBM has a template that is completed by the incumbents to obtain necessary details from those that know the job best, then put into formal job description format with proper wording and check for compliance related to FLSA,bonafide occupational qualifications etc. Should you need help you can contant JBM directly or consider our tools that will guide you through the process and includes templates and samples at www.hrwebsource.com JBM encourages the writing of "functional" descriptions that clearly indicate to all who read it, what the position actually does on a regular basis, clearly indicating the "primary purpose" of such a position. Also, be careful not to "require" skills, degrees etc that are not "absolutely essential" to handling the position and will pass as a bonafide occupational qualification (BFOQ). What are some of the reasons for and value of job descriptions? - Employee role clarification
- Improved communications on priorities between supervisor/employee
- Hiring the "right" person with the "right" credentials
- Performance evaluations and overall performance management (disciplinary action)
- Company reorganizations
- Contain content necessary to writing employment ads
- ADA accommodation evaluation
- Compliance related to FLSA, ADA,BFOQ's
- Ensure company goals, priorities and performance standards are supported by descriptions
Don't just assume you have strong descriptions, take the time to focus on the content and ensure they are useful, clear and compliant! Jobs change, review them at least once a year (at time of performance evaluation) in order to determine if there are any changes that need to be made to it. |
