Yesterday's Advisor talked about the positive impacts of well-done job descriptions. Today, we'll delve into some negatives, and talk about an extraordinary tool that practically writes good job descriptions for you.

Again, a tip of the HRDA hat to HR consultant and speaker Susan M. Heathfield, blogging in her popular, ongoing column in About.com.

Killer Negatives of Job Descriptions

Job descriptions become dated fast! It's a rapid-paced, ever-changing work environment these days, and outdated job descriptions are time bombs ready to explode the reality of what now needs doing back into what was needed in the past. Review descriptions regularly as part of your performance appraisal system, Heathfield recommends.

Job descriptions can encourage "that's not my job" thinking. They need enough flexibility that people can think "outside the box," says Heathfield. They need to allow for cross-training, helping another team member, and making appropriate decisions concerning customers.

Set that keyboard aside! Your job descriptions are already written. See why thousands have a permanent place in their offices for BLR’s classic Job Descriptions Encyclopedia. Try it at no cost or risk. Click for info

Poorly written job descriptions may be used as evidence against you. If you fire someone for failing at a task not listed on the job description, your job could be in on the line!

The solution to all these problems? Job descriptions—both writing and updating them—must be part of your day-to-day HR work, Heathfield says.

Prewritten, Legally Reviewed Job Descriptions  

What's the state of your organization's job descriptions? Are they up-to-date? Accurate? ADA-compatible?

If you are not sure that your job descriptions are what they should be (or if you’ve never even written them), you’re not alone. Thousands of companies fall short in this area.

It’s easy to understand why. Job descriptions are not quick to do and they are not easy—what with updating and management and legal review, especially for the Americans with Disabilities Act’s requirement of a split off of essential vs. other functions in the description. Wouldn't it be great if they were available, already written?

Actually, they are. We have over 500, ready to go, covering every common position in any organization, from receptionist right up to president. They are in an extremely popular BLR program called Job Descriptions Encyclopedia.

First created in the 1980s, the “JDE” has been constantly refined and updated over time, with descriptions revised or added each time the law, technology, or the way we do business changes. 

Revised for the ADA, Pay Grades Added

There was a major revision, for example, following the passage of the ADA. In fact, BLR editors took every one of those 500 descriptions apart and reassembled them to be ADA-compliant.

Another, more recent addition was that of pay grades for each job, based on BLR’s extensive annual surveys of exempt and nonexempt compensation, and on other data.

According to customers, this is an enormous timesaver, enabling them to make compensation decisions even as they define the position. You can see a sample job description from the program by clicking the link below. (Yes, it’s the one for HR manager. Pay grade: 38.)

The BLR Job Descriptions Encyclopedia also includes an extensive tutorial on setting up a complete job descriptions program, and how to encourage participation from all parts of the organization. That includes top management, employees, and any union or other collective bargaining entity.

Quarterly Updates, No Additional Cost

Equally important, at a time of constantly changing laws and emerging technologies, quarterly updates are included in the program as a standard feature. We send new or revised descriptions every 90 days. And the cost is extremely reasonable, averaging less than 66 cents per job description … already written, legally reviewed, and ready to adapt or use as is.

You can evaluate BLR’s Job Descriptions Encyclopedia at no cost in your office for up to 30 days. Just click here, and we’ll be set things up.

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