Writing Job Descriptions

Purpose of Process (also see how HRnetSource can help):

Job descriptions provide a basis for maintaining pay equity, both inside the company and with the external labor market.

 Recommended Steps in the Process:

  1. Collect tools to help in creating job descriptions (one or more of the following):
    • Purchase sample job descriptions
    • Find job descriptions on the Internet
    • Use job descriptions from salary surveys

  2. Ask managers to draft job descriptions. It is often faster and easier to edit existing descriptions, such as those collected in the previous step. A manager may prefer to edit the job descriptions in a face-to-face meeting with a member of the Human Resources department.

  3. Ensure that input has been collected from any other managers who share responsibility for the job function.

  4. Ensure that the job description is measurable, reasonable, and unbiased, and that all the essential functions of the job are included (also see Americans with Disability Act (ADA) Compliance).

  5. Classify the position as either exempt from the Fair Labor Standards Act (FLSA) or non-exempt from the FLSA.

  6. Write the job description in a standard format (see sample).

  7. Place the new position into a salary range (see Establishing a Salary Structure process).


 Process Tips:

Jobs can change and evolve rapidly, which can make maintaining job descriptions very labor intensive. Therefore, keep job descriptions short, simple and to the point.

Also see the section entitled A Classic Approach to Compensation.

How HRSource™ Can Help:

HRSource™ can house job descriptions in the job validation table. This makes the job descriptions available for job posting.  HRSource can also track salary ranges and FLSA designations.


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