As we have worked with our clients to assist them with establishing compensation structures over the past 47 years, job descriptions are where we start and the foundation of “getting it right” when it comes to employee pay. There are also several other job description benefits listed below that employers should take advantage of with their employees.
Recruitment – once a pool of qualified candidates has been identified, a job description can be sent ahead of the phone and/or in-person interview. Asking job related questions from the job description will assist the recruiter to determine who is best suited for the position.
Onboarding – a great way for the immediate supervisor and new employee to ensure both parties are on the same page together is to review the job description (especially job summary, duties, skills to be used/developed and goals to be accomplished) as a part of the onboarding process.
Job Valuing – since jobs can vary from organization to organization, it is important that job descriptions are created and maintained for what each employee is supposed to actually be doing. In addition, a job description can be internally valued by using a job rating/valuing system such as our Johanson Group copyrighted 15-factor job valuing program creating a job point value for each position. This process helps to create an internal value and is integrated with outside market data to establish a minimum, midpoint and maximum salary range. This approach is very valuable when you have a hybrid or unique position where no market data exists for it.
Exempt vs. Non-Exempt – Based on how the job description is written, the employer can make a solid determination on whether the positon is exempt from wage and hour laws. In addition, our job valuing system assists with determining the proper classification for each position within the organization.
Performance Appraisal – When it comes time to sit down with an employee to discuss how he or she is doing in the position, whether informally throughout the year and/or formally once a year, using the job description and the goals that were established for the review period can be beneficial for both parties.
Promotion Consideration – If a position is open and the organization desires to select the best internal employee, the job description can be provided to all potential candidates and used during the interviews to select the best individual for the position.
ADA – The Americans with Disabilities Act (ADA) doesn’t require job descriptions, but any organization with 15 or more employees is required to have a listing of job functions and job specifications that describe the position from a physical and environmental standpoint. Job descriptions with the ADA terminology will be beneficial for determining whether an appropriate accommodation can be made for someone with a disability.
Safety Sensitive – Several states have passed medical and/or recreational marijuana laws and some positions within an organization will have a requirement where marijuana can’t be used. Listing this requirement on the job description gives notice to potential and existing employees.