Consider your practice's needs. How are existing staff positions meeting– or not meeting– those needs? What new positions, or changes to existing positions, are required to address unmet needs?
You may spend less money and avoid legal issues if you hire a human resources consultant to develop and revise your job descriptions, especially if your practice has many staff positions or your practice manager has limited experience in this area.
The AAFP Buyer's Guide(aafpbuyersguide.com) is an online database that provides profiles of consulting firms according to your specifications. Select "Personnel Issues" under the "Consultants" category to search for human resources professionals in your area.
Keep the following in mind when writing new and revising existing job descriptions:
If your analysis reveals that a staff person has taken on a responsibility that isn't currently listed in his or her job description, be sure to add it.
Each staff member needs to understand and accept his or her job description, especially if roles and responsibilities have changed.
Just like your patients, the job descriptions you develop need regular check-ups. Job descriptions that are more than one year old are likely out-of-date.
Difficulty: Moderate for a practice manager with some human resources experience; difficult for someone without
Outcome: Accurate job descriptions for all staff positions
Time to Complete: Two to four weeks
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Develop Job Descriptions