By Debbie Amaro
Job descriptions are not required by law, but they’re certainly great to have and serve several purposes.
First, a job description, when accurately written, should reflect the actual work done. The applicant or employee can see what will be expected of them and to what they’ll be held accountable. The job description helps eliminate any confusion about what job duties are assigned to the employee. It will also prove useful when conducting performance evaluations and goal setting, as you will have a clear description of what the employee is expected to accomplish in their position.
Second, a well-written job description will list the essential functions of the job and the knowledge, skills, and abilities required to do it. This information will be useful as documentation in the event an employee misrepresented their qualifications for the position or is simply not performing to the expected standard. With a clear job description, you’d be able to terminate the employee with less risk of an unlawful termination claim.
Finally, a job description should indicate the basic expectations for the person in the position, including how many hours per week you expect from an employee, whom they report to, and whether the position is non-exempt or exempt. This allows an employee to be aware of the time commitment, whether to expect overtime pay, and whom they should go to with questions.
If you need assistance with creating job descriptions for your employees or with any other HR matter related to your business, please contact DSA HR Solutions at:
firstname.lastname@example.org or (707) 361-5385.
We are a team of certified HR experts based out of the San Francisco Bay Area that provides HR consulting services to businesses nationwide.