The Job Description Policy provides the methods for preparation and format of job descriptions. Job descriptions should be prepared for all positions in your company to serve as organizational aids for identifying and delegating responsibilities, coordination and division of work and prevention of duplication efforts.
The Job Description Policy applies to all managers and the human resources department. (6 pages, 1121 words)
Job Descriptions should be current and appropriately represent the position and the needs of the Company at all times. Job Descriptions should be updated whenever positions, reassignment of duties, organizational changes, etc., are required. Job Descriptions should mirror the growth and changes of the company. Hiring Managers should not fall into a routine of allowing individuals or their operations to be governed by pre-existing descriptions. Job Descriptions should be prepared using the HRG102 Ex1 JOB DESCRIPTION FORMAT. Any unusual needs or requirements for the position should be added in a separate section.
The Human Resources Manager shall act as the ADA Coordinator and should be responsible for assisting hiring managers in composing job descriptions and ensuring compliance with federal and state laws regarding the creation of job descriptions.
The Hiring Manager should be responsible for the creation of the job description for all positions under their responsibility. Hiring Managers should be responsible for initiating drafts or changes to existing Job Descriptions. Whenever practical, supervisors should interact with employees in developing or reviewing descriptions for accuracy and clarity.
- Job Descriptions Preparation
- Format and Content
- Job Description Approval and Distribution
Job Description Policy References
- Americans with Disabilities Act(ADA) of 1990
Job Description Policy Forms
- Job Description Format Form