Job descriptions: Are they important and what information should they include?

In general, no law in Malta requires an employer to provide an employee with a job description.

It is, however, best practice for the employer to provide employees and/or candidates with a written job description, as it is a mode of communication that allows for a more efficient and effective working relationship.

Job descriptions give employees a clear understanding of what is expected of them, as well as the criteria used to evaluate their performance. It is critical to note that the work an employee is asked to perform must be related to his or her job title as agreed in the contract of employment, accomplished through the job description.

A well-written job description can assist employees in identifying organisational structure, procedures, methods and techniques that can be used to achieve both organisational and personal goals.

When applying for a job make sure that the job description answers your initial questions about the job, such as:

1. What is the position’s title?
2. Is there a pay scale or salary range?
3. Does the employer have a goal for the position/company?
4. What is the organisational or reporting structure like?
5. Is it necessary to have specific skills or experience? And what exactly are these?
6. Does it include information about the work location and hours, as well as any overtime/travelling that may be required?

Setting clear expectations for employees, in our experience, reduces disputes about job content and performance evaluation later on.