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Regardless of who actually writes your job descriptions, you need to designate someone to be responsible for approving the finished product. Approval procedures vary according to the amount of responsibility given to supervisors and job analysts, the extent to which the company favors administrative controls, the purposes for which the job descriptions will be used, and the terms of any relevant union contracts. |
A Basic Approval Process
1. The job’s supervisor agrees that the job description is a complete, accurate, and clear representation of the job. (At professional, supervisory, and managerial levels, this approval level would often rest first with the job incumbents.)
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2. The upper-level manager agrees that functional relationships and responsibility delegations have been represented correctly.
3. The wage administrator (or, in some cases, the job description or compensation
committee) approves of the format and content.
4. An HR professional with knowledge of the legal factors, or an employment law attorney, provides agreement that there are no legal “red flags” in the descriptions that would, even without intimate knowledge of the job, be a legal problem.
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Using Unions
Depending on the ultimate use of the job description, the union may also be asked
to participate in the review and approval process.
Tomorrow, we’ll look at who should have access to your job descriptions — as well as a resource that can help you create your job descriptions quickly and easily, making a once-dreaded task vanish from your list of worries.
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