‘Other Duties as Assigned’ Won’t Cut It in 2009

Pritchard’s tips for job descriptions are included in an article on HRTutor.com.

Do You Have to Have Job Descriptions?

No, says Pritchard, job descriptions are not required by federal law for most employers, but they are advisable for many reasons. Job descriptions are used directly or indirectly to: 

• Assign work and document work assignments. 
• Help clarify missions. 
• Establish performance requirements. 
• Assign occupational codes, titles, and/or pay levels to jobs. 
• Recruit for vacancies. 
• Explore reasonable accommodation. 
• Counsel people on career opportunities and their vocational interests. 
• Check for compliance with legal requirements related to equal opportunity,
equal pay, overtime eligibility, etc. 
• Make decisions on job restructuring.
• Evaluate requests for accommodation under the ADA. 

---

Instant 24/7 access to all your job descriptions. Start with our 2,400-description library. We store, you customize, print, download, and e-mail.
Get more information.

---

Simple Approach to Job Descriptions

Here’s Pritchard’s simple approach to job descriptions. He says to make sure they tell: 

• Who (usually the incumbent or the supervisor). 
• Does what work (including review of the work of others). 
• Where (the work is done). 
• When (or how often). 
• Why (the purpose or impact of the work). 
• How (it is accomplished). 

To the extent practicable, he says, the job description writer should use action verbs with an implied subject (who) and explicit work objects and/or outputs (what). 

For example:
 
—(Implied subject) Evaluates (action verb) jobs (what) by assigning official title, occupational code and grade in accordance with the job evaluation system (how)

—(Implied subject) Collects (action verb) key job information (what) from various sources, e.g., work interviews and direct observation (where)

An ‘Essential’ Task Can Be a Small Part of the Workload

Typically, the tasks that comprise the bulk of the workload are the “essential functions.” But a job that’s just a small part of the workload could also be essential, particularly if the jobholder is the only one qualified to do it.

For example, a particular task may require a certified person, whether that task is an accounting filing or boiler inspection. Or, as another example, if only one person is available to answer the phone during the receptionist’s lunch period, then answering the phone could be an essential function even though it’s only an hour a day.

---

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. Find out more.

---

Job Descriptions Are Fundamental

Job descriptions are in many ways the basic HR tool. Yet, job descriptions are neglected in many organizations.

It’s not hard to see why—job description maintenance is 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 BLR editors, and they came up with an amazing new program, the Job Description Manager.

Job Description Hassles a Thing of the Past

Now you can easily create, maintain, and organize your job descriptions on BLR’s Job Description Manager. This online tool provides you with:

–Job descriptions for more than 2,400 job titles
–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 e-mail your job descriptions

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.

Take an online tour
Get more information