Job Descriptions

JOB DESCRIPTIONS - WHY? by John Allin. August 21st, 2009. Snow Magazine. How many of you actually have job descriptions for your employees? My experience tells me – not many. For those who are single truck operators, this is not an issue. However, if you have employees doing sidewalk work, operating plow trucks or driving salt spreading units – having a job description can solve some potential problems that can, and inevitably do crop up. Having a job description can assist you in evaluating performance. Why evaluate performance? It is one way to justify giving, or not giving a raise. All employees work towards getting that “next raise”. Employees often think – “ok, we’re starting another winter season and it’s time for a raise”. Rather than have a discussion that can become unpleasant, it is better to pull out the job description and go over it with the employee to determine if that individual has met, or exceeded – or not achieved – desired goals. If they have not adhered to the tasks, or responsibilities outlined in the job description it becomes much easier to determine if a salary adjustment is warranted. Now, the evaluation process is a subject which requires its own discussion – but doing any type of evaluation is difficult if you have nothing to measure against. A job description gives something written down to use in that evaluation. Even if only a half page that outlines such things as “check oil in snow blower before each use” or “put plow in down position when returning to the yard”, this is a way to measure performance. The employee usually knows, deep down, if they have performed as outlined in the job description. Some will ignore performance and demand more money anyway – but having something in writing to work from can keep the discussion from becoming confrontational. Plus – having such a written document makes it much easier to outline responsibilities when/if the time comes to add more help, or replace an employee who has moved on to other challenges in life.