Using O*Net, the nation’s primary source of occupational information and using the Bureau of Labor Statistics Standard Occupation Classifications, containing over 8,000 occupations, MinuteCreator® creates job descriptions using the most up to date and comprehensive list of job titles, duties, responsibilities, education and physical requirements.
Easy to Use MinuteCreator® is user friendly and lets you will give you a detailed job description in only a few clicks of a mouse. Type in a job title, search the O*Net database for matching Occupational Classifications, and with an additional click have MinuteCreator® automatically create a working job description ready for you download, edit and print.
MinuteCreator® designed from the ground up to draft job descriptions. Best of all, it’s free!
What is a job description?
A job description is a formal, written account of an employee’s work-related responsibilities. A good job description:
- Describes the job’s purpose, working conditions, physical, and mental demands
- Lists the qualifications, training and skills needed for an employee to be able to satisfactorily perform the job; and
Lists the employee’s duties and responsibilities
Why are job descriptions important?
Job descriptions are very important as they help promote an understanding between employees, supervisors, management, and employers as to each employees role within the business. Good job descriptions: 1) Clarify a business’ organizational structure by expressly stating each employee’s job title, duties, responsibilities, and to whom s/he reports. 2) Provides an objective standard by which most employment decisions should be made. 3) Protects the employer by having the employee acknowledge and agree to all of the job duties and responsibilities. If the employee works in an “at-will” state, the job description should also be used to confirm the “at-will” nature of the employment relationship.
Who should have a job description?
Every employee, regardless of the size of the business, should have a job description. Note: Independent contractors should not have job descriptions. An independent contractor’s duties and responsibilities should be detailed in a separate independent contractor agreement.
When should I create a job description?
Ideally, job descriptions should be created before hiring, before advertising to fill a job. However, this doesn’t always happen. In most mid-size and large businesses, job descriptions are created by the Human Resources Department in consultation with management, accounting, and the “to be hired” employee’s supervisor(s). In smaller business’, it often falls to the owner-operator to create the job description, factoring in all of the economic, management and supervisory duties. However, a job description can be created at any point during an employee’s tenure with his/her employer.
How should job descriptions be used?
Job descriptions should be used throughout an employee’s tenure with his/her employer. Copies should be provided to each applicant, along with the application for employment. Why? A well written, detailed job description will help applicants determine if they are qualified for the job. A good job description one which details the training, educational background, physical requirements, and job duties and responsibilities, speeds up the hiring process as unqualified applicants will self-screen and not apply for jobs for which they do not qualify. Job descriptions can therefore save employers time by not having to weed out unqualified applicants. If you need to hire a receptionist, and that person needs to be able to type sixty (60) words per minute, be trained in the latest version of Outlook, One Note, and Word, and be proficient in Windows, you need to prospective applicants know of these specific needs before applications are submitted. A job description is a good way to communicate the specifics of the job to prospective applicants. A copy of the job description should also be given to each prospective employee immediately prior conducting an employee interview. Why? It is helpful to remind the prospective employee (and the interviewer) on the specifics of the job in order to focus the interview on the details of the job for which s/he is applying. This additional focus helps ensure that you can offer the job to a suitable applicant. The job description should also be part of every offer of employment, and new hires should be required to sign it, acknowledging his/her job duties and responsibilities at the time of hire. To ensure that the employee does not need an accommodation, a copy of the job description should also be provided to the employee (and/or his/her physician) prior to an employee returning to work after a work-related injury. Job descriptions should also be used when evaluating, disciplining and/or terminating an employee. When reviewing an employees on the job performance, the job description should be the first document reviewed by the evaluator. Why? The job description details the duties and responsibilities assigned to the employee. It is a document which the employee has acknowledged in writing, and forms the starting point what the employee is supposed to do while at work. The job description is an objective standard, agreed upon by both employer and employee which helps employers maintain an objective standard of employee evaluation. Objective standards help avoid employee lawsuits, as they help keep employers reacting subjectively or emotionally in response to a specific employee action.