Position Descriptions – An HR Best Practice
- On 17 April 2017
- Posted by Chantal Mariotti
Outlining job tasks and duties are essential for a clear understanding of expectations. This not only serves as a benefit for employees but also for managers and company owners to know exactly what they should expect from their workforce. Having a clear and concise description of a specific job position will outline the expectations of management as well as clearly communicate what is expected from employees in terms of their job responsibilities.
It’s not required by law, but certainly an HR best practice. Clearly defining position descriptions can eliminate any misunderstanding as well as reduce the possibility of any future disputes between employees and management. It can also encourage productivity as employees who know exactly what is expected of them can have a clear idea of their responsibilities and goals.
Make sure that the skills, education, and requirements of the job are listed. This is one of the first things that should be considered when you outline a new job position. You should know exactly what is required from the employee, as well as what the goals are with this specific position. You need to ensure that you hire the right candidate for the position and in order to assess them; you need to make sure that the potential candidate’s skills and education match the requirements of your specific job opening.
List if this is an exempt or non-exempt position (FLSA Designation), and to what position this particular position reports to. Including clear descriptions and details can only benefit your prospective employees as it will provide them with accurate information about the position they are applying for. It is important for candidates to be aware of whether the position is exempt or non-exempt, and whether overtime is applicable. Defining clear hierarchy in regards to whom this position reports to is vital.
Make sure that the position descriptions include the “essential functions of the job” for ADA (Americans with Disabilities Act) purposes. Include in the position description, what physical and mental tasks the position requires. This will eliminate any legal issues or misunderstanding that can arise and can also help condense your list of candidates to individuals who are both interested in the position and capable of performing the essential functions of the job. Refrain from being left in a situation where your selected candidate is unable to complete a specific task due to a disability that was not addressed from the start.