I. Policy Title: Job Descriptions
II. Who Does This Policy Affect
All HFC employees
The purpose of job descriptions is to aid, in staffing, compensation, training and performance management of all employees of The College.
IV. Policy Statement
It is The College’s policy to maintain current job descriptions for all positions and to comply with all applicable laws and regulations.
The College views job descriptions, prepared and maintained by the Office of Human Resources, for every position as one of the most important documents to ensure effective hiring practices and to provide equal opportunity to all qualified individuals.
Employees are made aware of the job skills, duties, values, and qualifications through job descriptions at the time of hire and when the position’s responsibilities change.
Job descriptions generally include: Job Title, Summary Description, Qualifications, and a list of the essential duties and responsibilities.
Whenever a job vacancy occurs, the hiring manager is required to thoroughly review and revise an existing job description or prepare a new draft job description. The Office of Human Resources is responsible for reviewing and ensuring that the job description accurately reflects the duties and qualifications and is aligned with any collective bargaining agreement (CBA) language, if applicable.
Original signed job descriptions are to be housed in the employee’s personnel file.
Job descriptions should be accompanied with annual performance evaluations. The job description is signed and dated by the employee and manager. The employee and their manager retain a copy.
The Office of Human Resources is charged with the responsibility of resolving any internal disputes between the job description and the actual job duties. A Position Description Inquiry will determine the position classification in accordance with Fair Labor Standards Act (FLSA) and any applicable CBA language.
The Office of Human Resources is authorized to conduct periodic reviews of the accuracy and completeness of all job descriptions. Both the managers and incumbent employees are expected to contribute to, and cooperate in, the review process. '
See Policy Statement above.
VI. Responsible Party for Policy Interpretation/Review
The Office of Human Resources
VII. Related Documents
• Employee Collective Bargaining Agreements
VIII. Policy History
a. Adopted by Board: February 20, 1995
b. Previous Policy Section(s) and Numbers: Administration; Previous Policy No. 1450
March 22, 2022 – Reviewed with no changes.
December 18, 2017
This policy supersedes and replaces any and all policies related to this subject