Topics
HR Support on Writing Job Descriptions
Editor's Note: Good job descriptions avoid ambiguity.
Overview: Clarity is the key when it comes to job descriptions. The employer should not mislead potential job applicants or employees, not to mention managers, with unclear or inaccurate job descriptions.
A job description ideally should be a summary and have enough pertinent information about the work to reveal the essential functions of the job. The minimum qualifications required to do the job; desired licenses or certifications if any; the job title; exempt vs. nonexempt status for overtime pay; and the working conditions also are among the factors that usually are included.
As is the case with other areas of job analysis, employers should review all job descriptions on a regular basis. At a minimum, descriptions should be reviewed whenever a job is filled since recruitment is an ideal time for managers to assess organizational needs and rework job duties if a modification is needed.
Employers also should ensure that job descriptions exclude nonessential functions so that otherwise qualified applicants are not discouraged from applying for open positions. For instance, a lifting requirement that is minor or nonessential might deter individuals with disabilities from applying and could create liability under the ADA as a result.
Author: David B. Weisenfeld, JD, Legal Editor
Latest items in Job Descriptions
-
EEO - Discrimination: Alaska
In-depth review of the spectrum of Alaska employment law requirements HR must follow with respect to EEO - discrimination.
-
How to Determine Essential Job Tasks
Employers must determine which tasks or functions are truly essential to the job and describe them, including the amount of physical and mental effort required to do them, as well as the working environment in which they are performed. This How To provides guidelines for employers to determine essential job tasks.
-
Can an employer say it seeks "recent college graduates" in a job ad without running afoul of the Age Discrimination in Employment Act (ADEA)?
-
Does the Americans with Disabilities Act (ADA) require written job descriptions? And if so, what are its requirements?
-
How can an employer determine a job's core competencies?
-
How can an employer enhance its methods of job evaluation?
-
What is a "core competency"?
-
How much detail should an employer include in describing essential job functions?
-
Determine Essential Job Tasks
-
How to Conduct a Job Analysis
Job analysis is a process by which the employer gathers, analyzes and synthesizes information about the work performed by its people for various purposes, including hiring, pay equity and competitiveness, workflow, performance management, training and development, and legal compliance. Employers can follow this How To for conducting a job analysis.
About this topic
HR considerations in writing legal and effective job descriptions.