Yesterday, we covered methodology and appraisal in layoffs. Today, we look at the role of job descriptions—and at a valuable job description development and storage system.
If anyone questions your selections for layoff (and, yes, someone is going to question them), and you considered skills and priorities for the future, EEOC and outside attorneys are going to scrutinize the job descriptions on which you based your determinations.
What Will They Find?
When outsiders come to assess your job descriptions, what will they find? A full set of up-to-date, accurate, and complete job descriptions, right?
Well, maybe not a full set—and maybe not all that accurate, complete, and up to date.
Instant 24/7 access to all your job descriptions. Start with our 2,400-description library. We store them; you customize, print, download, or email.
Accurate
Pick up a few of your job descriptions at random, and as you read them over, you’ll likely say, “Oh, well, she doesn’t do that anymore because …” As the company changes and reorganizes, its job descriptions need to change, too.
Complete
Too often we go for the “quickie” job description, e.g., “Drives forklift truck in warehouse.” That’s not enough—what about training, what about maintenance, what about roadworthiness checks, fueling, operating capacities, loading and unloading rules, etc.? Even in “simple” jobs, the job description must be complete.
Job descriptions must have enough detail to be useful and should indicate essential duties.
Up to Date
Jobs change with surprising rapidity. In theory, the job description doesn’t reflect the person in the job, just the job itself. But in reality, when different people do a job, they bring different backgrounds to it, and they may do it differently. And those changes tend to get passed on to the next incumbent.
Further, even small modifications in systems and the organization can dictate changes. You don’t want to be on the witness stand saying, yes, this is the job description on which we based our layoff decision—it is completely up to date except for the three key duties that changed.
Easily create, maintain, and organize your job descriptions with this online job description tool. With more than 2,400 customizable job titles at your fingertips, job descriptions have never been this easy.
Job descriptions are key factors in layoffs, but they are key to many other HR functions as well, such as hiring, compensation, promotions, and succession planning. Yet, in many organizations, the job descriptions are still neglected.
It’s not hard to see why—job description maintenance is a job that’s easy to put off, and it’s not exactly glamorous HR. But that doesn’t mean it’s not critical.
What’s the best way to manage a whole company’s worth of job descriptions?
We asked the editors at BLR, our parent company, and they recommended an amazing online tool—the Job Description Manager.
Job Description Hassles a Thing of the Past
Now you can easily create, maintain, and organize your job descriptions in the Job Description Manager. This online tool provides you with job descriptions for more than 2,400 job titles that are:
- Customizable to fit your specific needs
- Stored on our site and accessible 24/7 from any computer, anywhere
- Easy to access and update—your latest copy is just clicks away
- Available to download and print or even email
The Job Description Manager is the most comprehensive and useful job description tool on the web. And we’ll stand behind that pledge—if you are not totally satisfied at any time, we will refund your entire subscription cost.
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Download your free copy of Job Descriptions in California: How To Handle Tricky Drafting Hurdles today!
I’ve had problems drafting job descriptions in the past because it was hard to get the supervisors/managers over the positions to really think about the job and contribute the necessary information.
I’ve had problems drafting job descriptions in the past because it was hard to get the supervisors/managers over the positions to really think about the job and contribute the necessary information.