Job Descriptions

Job descriptions, often neglected in many organizations, are basic human resource tools that can be very useful in recruitment and selection, compensation determination, training and evaluating performance. Generally federal law does not require job descriptions, except in very specific safety situations. However, it is prudent to consider the employment provisions of the Americans with Disabilities Act and cover essential functions, when writing job descriptions.

Simply put, job descriptions describe a position's major functions or duties, responsibilities, qualifications or required competencies, and working conditions. They may be specific and detailed or generic and general. The objective is to provide accurate, clear information in a format and language that will be useful to employer and employee. Descriptions should not be so broad or general that they confuse or mislead managers, employees or job applicants. There are many different formats but job descriptions generally include, at a minimum:

• Job Summary (overall purpose);
• Essential Functions;
• Knowledge, Skills, Abilities;
• Physical Demands (e.g., Frequently lifts and carries up to 50 pounds);
• Work Environment (e.g., enclosed area, noisy setting).

With input usually from job incumbents and supervisors, we can create job descriptions that are, compliant, effective and useful when hiring, training, coaching and evaluating performance.

If you are considering outsourcing all or part of your human resource processes, contact an advisor at 541.389.2141 or 800.541.5937. We would be happy to provide you a free consultation.

We also offer on-going support agreements to our clients. For more information, check out our Support Agreement page.