A job description describes the duties and responsibilities of the actual job, not the characteristics of the individual performing the job. A job description will answer WHAT is being done, WHY is it being done, HOW is it being done, and BY WHOM is it being done. It will also detail the knowledge and skills required to perform the job satisfactorily.
What are the Main Parts of a Job Description?
Job Title: This reflects both the level and category of the position.
FLSA classification: Is the position exempt, hourly, non-exempt, or salaried non-exempt? If not certain, then a job analysis should be conducted in order to make the appropriate determination.
Summary: A brief statement explaining why the position is needed and what must be achieved.
Duties and Responsibilities: This section describes the actions that are to be performed, the expected outcomes, and the information and resources to be used.
Requirements: What are the minimum education level, certifications, knowledge, skills, and experience required?
How are job descriptions used?
Salary Administration: The information provided in the job description serves as input for developing the appropriate salary structure and FLSA classification.
Recruitment and Selection: Candidates sourced for the job will be assessed against the education, knowledge, skills and abilities required to perform the job successfully.
Performance Evaluations: Job descriptions are an effective source of information for measuring employee performance against the standards for the job.
Training and Development: Job descriptions will serve as a resource in identifying areas for needed training and professional development activities.
Communication: Discussions between managers and employees are better facilitated with a clear understanding of the duties and responsibilities involved in performing the job effectively.
In addition, job descriptions may be useful resources in the court of law. For example, if an employee files an ADA claim against a company, the courts will evaluate what the organization has identified as the essential functions of the job to ascertain if the charges have merit. In the absence of a job description, the court may decide which functions are deemed essential.
Therefore, it is a good business practice to ensure that job descriptions exist for each employee and are updated whenever duties change.
Penn Talent, LLC will work with you to provide the employees in your organization with needed current and relevant job descriptions. Contact ustoday for a free consultation.