A job description (JD) is a written statement of facts describing the scope, responsibilities and organizational relationships of a job.It is intended to provide a clear picture of the position’s role within the organization.Then keep those descriptions updated whenever the duties change. 10-2061, 8th Cir.) Use specific and clear language.Recent case: For most of the year, city worker Roger Duello drove a dump truck. When he had a seizure, his driving privileges were suspended, including his license to drive dump trucks. Instead of a general term like “,” say the person needs “the ability to communicate company policies to nonmanagerial groups in person and in writing.” Instead of saying the position “requires heavy lifting,” say it requires the ability to lift 25 pounds repeatedly overhead 10 times per hour while stacking inventory.Duello took and requested one of two accommodations: either more leave or a transfer to a job with no driving. It reasoned that Duello couldn’t perform any of the essential functions listed in his job description without a license and, therefore, wasn’t qualified for his position. Begin with action verbs in the present tense, such as supervise, inspect, produce, organize, motivate, educate, administer, compose, analyze and repair.
Writing job descriptions is not an activity that many HR professionals would rate as one of their favorites.The ideal situation for an employer involves hiring highly motivated and skilled employees who are eager to do more than just their assigned tasks.Employees who ask for more work when they find free time on their hands, or that are interested in learning new skills, can be invaluable to small businesses.Without a job description, the court may decide for itself which functions are essential.Make sure you have job descriptions for all employees’ positions.