Updating written job descriptions

14-Dec-2016 22:17

Competencies are the traits or attributes you expect the candidate to display in the role.

An example of a skill is the ability to give effective presentations.

Employees can file ADA lawsuits only if they can prove they’re legally disabled and can still perform the “essential functions” of the job.

In this case, the word ‘parking’ would be a mandatory requirement in the job title. Descriptions of duties should be no more than two or three sentences in length and should be outcome-based, containing an action, an object and a purpose (eg ‘compiles monthly reports to allow monitoring of the department’s budget’).Amend the document anytime an employee’s duties change, and review those amendments with the employee.Job descriptions are the cornerstone of communication between you and your staff.Without a job description, the court may decide for itself which functions are essential.Make sure you have job descriptions for all employees’ positions.

In this case, the word ‘parking’ would be a mandatory requirement in the job title. Descriptions of duties should be no more than two or three sentences in length and should be outcome-based, containing an action, an object and a purpose (eg ‘compiles monthly reports to allow monitoring of the department’s budget’).

Amend the document anytime an employee’s duties change, and review those amendments with the employee.

Job descriptions are the cornerstone of communication between you and your staff.

Without a job description, the court may decide for itself which functions are essential.

Make sure you have job descriptions for all employees’ positions.

So, the more accurate you can make a job description upfront, the more useful it will become in the future.