The Power of a Job Description

A job description, essentially, is the basis of knowledge and skill that an employee is expected to achieve through the description’s outline of tasks, duties and functions in the workplace. Job descriptions may be used in various ways: recruiting employees; determining salary levels; conducting performance reviews; clarifying job duties; and establishing titles and pay grades. The ultimate purpose of a job description is to ensure that employees adequately retain knowledge of the company and perform work as it relates to the organization’s mission and goals.

For employers, job descriptions offer the benefit of establishing what is expected in current and future employees. The outline for each job title doubles as a performance review, to check and see if employees are continuously demonstrating all abilities listed. Being consistent in maintaining the qualifications of employees is crucial to the success of a company.

For applicants, job descriptions provide a guideline to determine whether or not one is qualified for the job. Applicants who review a job description receive baseline knowledge of what is expected of them to achieve and complete tasks in the workplace. For employees, job descriptions provide a reminder of the duties and responsibilities employees were hired to perform.

Creating a job description requires the employer to gather information of what is required of the position and interpret what goals are expected of the employee. Provided below are useful tips to help create a unique job description:

  • Ask yourself what you want your company to achieve. By pinpointing future goals, you can outline the tasks that need to be done. By configuring the tasks, you can determine what kind of work and jobs will be required in order to complete and obtain these goals.
  • Observe the workplace and collect data from current employees. You should note the knowledge, skill and abilities required of each employee.
  • By determining essential factors, you can ensure the tasks you require are necessary, interchangeable and achievable for each job title.

Every job description should include job title and/or anticipated titles, classification, salary grade, reporting structure, objective, essential functions, competency, supervisory responsibilities, work environment, physical demands, position type, travel requirements, required education and experience, eligibility and an affirmative action statement (should your organization be required to comply with AAP).

A disclaimer for the jobs and duties involved should be included at the bottom, along with a binding agreement and signature line. The signature line should include those of the employer and employee.

Creative Business Solutions specializes in writing and revising job descriptions. Please call us today and we will be pleased to assist you with any HR issue, including writing or revising your company’s job descriptions.


What our clients say...

Grandstand Glassware & Apparel

Gwen Denton
Human Resources Director 
Grandstand Glassware & Apparel

"I have worked with HR Partners for over two (2) years in an advisory and legal capacity. The HR Partners Team has made themselves available with little notice when I’ve been in need of their expertise in an immediate situation.

They are available when I want to bounce an idea or will just listen when I need to work through a situation. They have assisted with phone screens, job descriptions, policies, unemployment, FMLA, HR audit, and so much more. They are very easy to work with and I have always felt they ‘really’ cared about assisting me and our organization. Their guidance has helped me grow personally in my knowledge which extends to being a better HR Professional for my employees and my company.

Thank you HR Partners!"