Human Resources

Job Descriptions

Each staff member should have a job description that describes their duties and responsibilities. Job descriptions may also include knowledge, skills and abilities required and working conditions, such as physical requirements of the job and potential exposure to on-the-job hazards.

Job descriptions are meant to be broad and yet descriptive enough to be useful and accurate for several years, however supervisors and employees are jointly responsible for reviewing job descriptions periodically. Supervisors should forward updated job descriptions to human resources. Keep in mind that job descriptions do not necessarily cover every task or responsibility assigned, and they do not limit a supervisor's right to assign additional duties.

Annual Goals

In addition to a job description, each staff member should have a list of goals that they and their supervisor agree will be accomplished during that year. Annual goals are different each year and do not need to be incorporated into one’s job description. Learn more about annual goals on the performance planning and review page.

Job Titles

Job titles describe the level of a position and its main responsibilities and as such, job titles are rarely changed. In this way, many staff members may have the same job title.

However, working titles are used to describe the function of the position in greater detail and make the position more easily recognizable and distinct within the Reed community.  Working titles are also used when it is important for an external entity to understand a staff member’s role at Reed.

Job titles and working titles should be simple, should accurately reflect the responsibilities and authority of the position, should be consistent across the college and should not be overinflated. Consult HR when considering changing a job or working title.