Some companies still struggle with creating job descriptions, and there are many reasons for this. For some, not having job descriptions gives them a sense of greater flexibility and being able to change an employee’s duties as needed. For other companies, they simply have not got around to it yet. Unfortunately, this can lead to an employee being unsure of what’s important, how and what will be measured, and they can also range from being off track on something they think is important but does not fit with the company picture, or they may do essentially nothing in the fear that they could do the wrong thing. The job description is the basis for your performance appraisal.

Here is something else to think about: a job description is a legal document, which means that it can protect the company as well as the employee. It is often the first piece of evidence that judges and arbitrators, or human rights investigators, ask for when legal challenges arise.

Creating a job description, with the specifications for the essential duties of the job clearly defined, is an essential step in the performance appraisal process.