Question:
What should we include in a job description?
Answer:
Accurate and carefully crafted job descriptions are essential for attracting and keeping new employees, setting clear performance expectations, and serving as a critical line of defense in many types of employment litigation.
Effective job descriptions include:
- Job title: Create a title that accurately reflects the position. Avoid cutesy terms like “ninja” or “guru.” If applicable, use the title to indicate where the position fits in a career ladder (e.g., a senior manager).
- Exemption status: Indicate whether the role is exempt from minimum wage and/or overtime.
- Position summary: Provide a brief, high-level overview of the position’s purpose and duties. It should be clear and concise.
- Essential functions: List the 3–5 most critical responsibilities and tasks, starting with the most important task or the one to which the employee will devote the largest share of their time.
- Qualifications: Identify the knowledge, skills, abilities, and other characteristics that an individual must have to perform the job duties.
- Supervision: Indicate how this position is supervised or to whom the person in this position will report.
- Work environment: Give an idea of the nature of the location (e.g., remote or corporate) and working conditions. Be sure to include any physical requirements of the job, noise levels, and/or temperature.
Advice provided by Mineral. This Q&A does not constitute legal advice and does not address state or local law.
David Katz
Vice President
VMA Insurance Services
To send your questions, write to david@visualmediaalliance.org