Job Descriptions

Job Descriptions

Job descriptions play an important role in supporting transparency, consistency and understanding across the organization. They are designed to provide a clear overview of a position’s primary responsibilities, essential functions, and required qualifications, while helping align roles with organizational needs and compensation structures.

What a Job Description typically includes

Each job description typically contains the following information:

• Job title and classification
• Summary of the role’s purpose
• Key duties and responsibilities
• Required and preferred qualifications
• Knowledge, skills, and abilities
• Physical or environmental requirements, if applicable
• FLSA status (exempt or non‑exempt)

Job descriptions are intended to describe the general nature and level of work performed. They are not a comprehensive list of all duties and may evolve as organizational needs change.

How Job Descriptions are used

Job descriptions serve multiple purposes across the employee life cycle, including:

• Supporting recruitment and hiring by clearly communicating role expectations
• Providing a foundation for performance management and evaluation
• Helping determine compensation and job classification
• Supporting career development and workforce planning
• Ensuring consistency and compliance with applicable employment laws

Managers and employees are encouraged to review job descriptions regularly to ensure they remain accurate and reflective of current responsibilities.

Job Descriptions and Compensation

Job descriptions are a key component in evaluating roles for compensation purposes. They help ensure positions are fairly and consistently aligned with market data, internal equity considerations and organizational compensation practices. 

Keeping Job Descriptions Up to Date

As roles evolve, job descriptions may need to be reviewed and updated. Employees who believe their current duties no longer align with their job description should discuss this with their supervisor. Supervisors may work with Human Resources to review and, if appropriate, update job documentation in accordance with organizational guidelines.

Questions or More Information

For questions about job descriptions, position classifications, or how roles are evaluated, employees and managers should contact your HR Business Partner for guidance.