Am I required to write a job description that describes a worker’s duties?

There isn’t a law that requires a job description in place for every role within a company, but having one is useful for compliance reasons. For instance, having a clear list of job responsibilities early on can make the measuring of performance later a much easier task.

Drafting a job description may help you clarify how a specific role is meant to contribute to your company’s larger goal. Also, potential employees will appreciate hearing a clearly defined list of duties before they decide if the given position is right for them.

Elements of a Strong Description

• Job Title Avoid ambiguity
• Main Duties Detail exact tasks
• Role How individual duties contribute to the team
• Location Where work will be done primarily
• Remuneration How pay works, bonuses, benefits, etc.
• Your business Why it does what it does

Keep it Updated

A well-crafted job description provides a baseline of expectations that you can point to as a basis for future decisions regarding hiring, training, and performance evaluations. However, an incomplete or outdated job description could work against you, if it doesn’t clearly establish all of your expectations for a given job.

Once a year, at minimum, is the suggested timeline for updating job descriptions. Be sure to consider any responsibilities that may have been added or altered within a given role when changing its description.

Final Tip

Although you’re within your rights to not write a job description for a given position, writing one will likely save you time and energy in hiring and managing your employees. An apt description establishes expectations that will with screening applicants as well as maintaining a clear understanding with workers.

Helpful Links:

Sample Job Descriptions – calchamber.com

Job Descriptions – SHRM.org