The need for a sound job analysis system can be critical, as a Job analysis will efficiently determine the skills, duties, and knowledge required for performing jobs in an organization. With job analysis, the tasks needed to perform the job are identified. New jobs are being created, and old jobs are being redesigned or eliminated. A job analysis that was conducted only a few years ago may now be obsolete and must be redone. A job analysis also provides a summary of a job’s duties and responsibilities, its relationship to other jobs, the knowledge and skills required, and working conditions under which is performed.
Having a bad job description is as bad as not having a job description at all.
Risks of No having up-to-date ADA compliant job descriptions
If job descriptions are not updated or worse, don’t exist; it could co
st you massive fines when dealing with with litigation. However, if your job description is ADA Compliant and up-to-date, it could be beneficial in court.
Job descriptions can be one of the most important communication tools possessed by employers as they inform employees of their job tasks, duties, and responsibilities. If job descriptions don’t exist, employee rely on their own understandings of the job and often time create their own duties and remove duties that may be crucial to the job.
Benefits Of Possessing Up-To-Date Job Descriptions
An up-to-date, ADA compliant, job description is not only necessary to attract and recruit the best-qualified candidates for jobs; it is the foundation for most Human Resource functions. It is crucial that employees understand their job responsibilities and tasks. Additionally, job descriptions are essential for:
- Highlights the essential job functions of the job (ADA compliant)
- Performance evaluations and goals
- Performance management
- Workforce planning
- FMLA and Workers’ Compensation claims
- Litigation and Compliance Maintenance
Job Descriptions also serve as a standard for other jobs. They can show how jobs interrelate. Therefore, it is extremely important to ensure your Job Descriptions are up-to-date. It is recommended that job descriptions be reviewed and updated annually (at a minimum), or more frequently when situations arise.
A well-drafted job description includes:
- Position Title
- Who the Job Reports To
- Supervisory Responsibilities
- Fair Labor Standards Act (FLSA) Status
- Pay Grade
- Union (if applicable)
- Position Summary
- Essential Job Functions (core tasks)
- Non-essential Job Functions
- Knowledge, Skills and Abilities
- Physical Requirements
- Working Conditions