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Many employers operate without creating written job descriptions. Yet, concise, well-written job descriptions can guide employers when making—and defending—employment decisions related to recruiting, hiring, training, compensation, performance evaluations, disability accommodations, and termination. For example, if an employer maintains accurate job descriptions, it can easily determine if a job candidate possesses the skills required by an open position or whether an employee who exceeds expectations in performing all the tasks required of her position deserves a promotion or a raise.
An employer should strive to create a short and accurate job description for each position. Basic information, such as job title, pay range, and position within the organization’s hierarchy should be included. Then, an employer should list the essential job duties and tasks to be performed by the person filling the position. This information should be prioritized and explained in sufficient detail. Next, an employer should list the qualifications needed to perform the stated tasks, such as educational requirements or previous experience. Throughout the job description, an employer should use specific language. For example, rather than stating that an employee must “possess computer skills,” an employer should state that an employee must “be proficient with Microsoft Word and Microsoft Excel.” Finally, an employer should review its job descriptions periodically and update them if necessary.
If you would like to speak to an employment law attorney about an employment-related matter, please contact the employment lawyers at Clouse Dunn Khoshbin LLP at info@cdklawyers.com.
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