A Comprehensive Job Description As the director of an EAP, there have been many times when I have heard from a supervisor or department head: “You know, Joe is a great worker, but he doesn’t get along with the guys in our department.” Or, “Sue does a great job when she works alone at her desk on her computer, but she is always getting into conflicts with others in the office.” Or, “When Steve is on, he is really on and gets more work done than most. The problem is that half the time he is not on, calls in sick a lot, takes too much time away from work and, in general, is a pain in the butt to work with.” When consulting with supervisors and department heads, it seems that many do not understand that maintaining behavioral expectations, which include cooperation, communication and courtesy are of equal importance as any technical proficiencies. As the workplace has moved from a manufacturing orientation to one of service and information, it as become increasingly important for people to be able to communicate effectively with both customers and coworkers. However, as the workplace continues to put greater demands on its employees through downsizings, reorganizations, mergers and such, oftentimes the pressure and stress manifest themselves in the form of confusion and conflict around duties and responsibilities. It is common for workers to become more isolated from each other as a result of the work demand. Lunches in the cafeteria or lounge have been replaced with grabbing a bite at one’s desk. Coffee breaks have gone the way of the mythological water cooler as a forum for social “schmoozing” through which workers got to know each other and develop some semblance of personal relationship. Temporary or contract workers have replaced regular employees resulting in an ever shifting dynamic in the workplace collaboration. Email and voicemail with its terse and concise format has replaced direct contact that allowed for a few moments of social interchange. In sum, as a result of the workplace grinding at an accelerated pace, these and other dynamics have resulted in the social fabric becoming threadbare. Therefore, it is all the more essential to set up specific behavioral expectations and guidelines to help employees understand that working as a cooperative, communicative and courteous employee remains a significant component of any job description. So often, job descriptions delineate the technical and skill based aspects of employment. So often, organizations have a wide range of company policies and procedures by which employees are expected to abide. (Usually, these policies are communicated only through an employee handbook and/or during the initial orientation.) So often, they are not discussed again unless an individual has made a significant breech of one of them. Currently, most job descriptions focus on technical skills, training and/or knowledge and are vaguely worded. Some include an equally indistinctly formulated statement to the effect that the employee shall perform other duties and responsibilities as delineated by his/her supervisor. This common yet obscure wording of a job description may result in further confusion and conflict. Rather, job descriptions should include as essential duties and responsibilities definitive technical/professional skill as well as components such as the following: This position requires that the individual be able to abide by the behavioral expectations (codes of conduct) as delineated in the employee handbook. Examples of these behavioral expectations include but are not limited to: safety, drug and alcohol, sexual harassment, absenteeism, sick leave policies, etc. In addition, it is recommended that the job description also include language to this effect: This position requires that the individual be able to comport him/herself in an appropriate manner maintaining courteous and effective interactions and communication with other employees and/or customers. Specifically, this includes but is not limited to:
Currently, many organizations tolerate a wide range of behavior that may be considered unsuitable for the workplace. This is usually as a result of it being considered separate and distinct from one’s job description and occupational performance. Certainly, as the workplace becomes increasingly diverse as well as increasingly stressful, there is a need to have very clear guidelines with regarding behavioral expectations. Further, employees at all levels need to see that the ability to maintain a certain code of conduct is an essential feature of any job. In addition, by including this expectation in a job description, would necessitate that supervisors discuss these matters with their supervisees as part of the regular review process. In other words, it keeps the “humanistic” qualifications of the job description on a par with the “technological” qualifications. Some may ask, well if we include this as part of a job description, how does it influence or impact Americans with Disabilities Act (ADA). ADA has become an increasingly complex issue since it was first implemented. It is not the goal of this paper, nor is there time or space to develop all of the intricacies, twists and turns of the ADA policies. However, it would seem that including behavioral expectations (or adherence to Codes of Conduct) as part of a job description would actually simplify matters regarding what is and is not a “reasonable accommodation.” Further, regardless of disability or protected status, tolerance of the aforementioned behavioral expectations would not be considered a “reasonable accommodation.” As an example, there may be an employee who is suffering from Bipolar Disorder. This illness may be characterized by extreme moodiness, irritability, emotional hypersensitivity, some paranoid ideation and hyperactivity. It is certainly not a reasonable accommodation to tolerate emotional outbursts, hostile behavior, or disruptions in the workplace. In this case, a reasonable accommodation may be to allow for flex time due to side effects of medication or for therapy appointments. Or, perhaps, to change the location of a workspace so as to lessen stimulation and distraction, etc. In closing, professionalism should be defined as having both the training, knowledge, skills and experience to do the work as well as the capacity to maintain behavioral expectations relevant to the workplace. The 10 Commandments
for the Workplace…
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