While many employers see job descriptions as simply a part of the hiring process, they can also be helpful further down the road when it comes to measuring and managing performance.
For instance, a job description that sets clear expectations for the position can be used to evaluate performance. It also provides a solid way to measure the value of a job and set the pay accordingly. That’s why it’s so important for employers to understand what goes into crafting an effective job description.
While job descriptions will all vary depending on the nature of the position, below are a few key elements that should always be included:
- A job summary: an overview of the position, with a brief description of the most important functions. Because this will be the first thing applicants read, it’s a great place to sell the job to the candidates you’re trying to attract (and to weed out those who won’t be able to meet your expectations).
- A list of job functions: a more detailed description of duties. While listing what people have to do to perform a job might seem pretty straightforward, it can be a legal minefield for managers who aren’t aware of federal and state antidiscrimination laws, including the Americans With Disabilities Act (ADA).
- A requirements section: a list of the education, certifications, licenses, and experience necessary to do the job.
- A section for other important information about the position, such as location, working hours, travel requirements, reporting relationships, etc.
The Law Office of Beth Lincow Cole is committed to helping employers comply with federal and state employment law and avoid potential business-wrecking lawsuits. If your company needs assistance in drafting, reviewing, or revising its job descriptions, contact employment law attorney Beth Lincow Cole.
