Job Description Effectiveness & Compliance Assessment

Our Job Description Effectiveness & Compliance Assessment is a free online quiz designed to help you evaluate the strength of your current job descriptions and identify opportunities for improvement.

Find out if your job descriptions are supporting—or increasing—your compliance risk.

Take the Free Assessment

Let's Evaluate Your Job Descriptions

In just a few minutes, you’ll gain insights into whether your job descriptions effectively support:

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Hiring & Talent Acquisition

Determine whether your job descriptions clearly define the qualifications, responsibilities, and expectations needed to attract the right candidates.

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Compliance & Risk Management

Evaluate how well your job descriptions align with ADA, FLSA, EEO, and other employment compliance considerations.

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Compensation & Workforce Planning

Assess whether your job descriptions provide the foundation needed for compensation decisions, career paths, organizational structure, and workforce planning.

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Job Description Effectiveness & Compliance Assessment

Upon completion of this form, HR Unlimited, Inc. will review the results and provide scores along with recommendations for corrective actions and areas for improvement.

Assessment: Job Description Effectiveness & Compliance

Section 1: Position Information

Ensures key position details, including job title, reporting relationships, work location, and FLSA status, are accurate and current, providing a reliable foundation for compensation, compliance, and workforce planning.
Assessment Item
YesPartialNo
Job title accurately reflects work performed
Department and reporting relationship identified
FLSA classification reviewed within the last 12 months
Work location accurately described
Supervisory responsibilities clearly identified
/ 10

Section 2: Essential Duties & Responsibilities

Ensures the job description accurately reflects the work performed and clearly defines the position's primary duties, supporting proper job evaluation, market benchmarking, and performance expectations.
Assessment Item
YesPartialNo
Essential functions are clearly identified
Duties accurately reflect actual work performed
Responsibilities are written in measurable terms
Time allocation percentages are assigned to major duties
Duties have been reviewed within the last 12 months
Outdated duties have been removed
Duties appropriately belong to this position
/ 14

Section 3: Qualifications & Competencies

Ensures required education, experience, skills, and competencies are appropriate, job-related, and consistently applied to support fair hiring, internal equity, and accurate market comparisons.
Assessment Item
YesPartialNo
Education requirements are job-related
Minimum and preferred qualifications are distinguished
Experience requirements are justified
Requirements are consistent with similar positions
Technical competencies are clearly defined
Leadership competencies identified (if applicable)
Required knowledge, skills and abilities documented
/ 14

Section 4: Compensation Alignment

Ensures compensation levels align with job responsibilities, qualifications, market practices, and internal equity principles, helping support fair and consistent pay decisions.
Assessment Item
YesPartialNo
Duties support the assigned pay grade
Internal equity has been reviewed
Job level matches responsibilities
Market value reviewed within the last two years
Compensation decisions supported by job content
/ 15

Section 5: Compliance Review

Ensures job descriptions meet legal and regulatory requirements, including ADA considerations and non-discriminatory language, helping reduce compliance risk and support defensible employment decisions.
Assessment Item
YesPartialNo
Essential functions support ADA compliance
Physical requirements are job-related
Accommodation language included
Job description contains no discriminatory language
Qualifications are job-related and business necessary
FLSA classification is properly documented
/ 12

Section 6: Recruiting & Talent Acquisition

Ensures job descriptions effectively support recruitment by accurately communicating position requirements, responsibilities, and expectations to attract qualified candidates.
Assessment Item
YesPartialNo
Job description supports recruiting efforts
Candidate qualifications are realistic
Position requirements reflect hiring expectations
Job posting aligns with the job description
Position can be effectively marketed to candidates
/ 10

Section 7: Performance Management & Career Development

Ensures performance expectations are clear and aligned with job responsibilities while supporting employee development, career progression, and succession planning.
Assessment Item
YesPartialNo
Performance expectations are clearly communicated
Key accountabilities are measurable
Performance review criteria align with duties
Position fits within a defined career path
Position supports succession planning efforts
/ 15

Contact Information

Please add your contact and company information below to complete this assessment.

Overall Assessment Score

(visible to admins only)

Results Interpretation

(visible to admins only)

90–100 = Excellent (Low Risk)
80–89 = Good (Moderate-Low Risk)
70–79 = Needs Improvement (Moderate Risk)
60–69 = Significant Gaps Exist (High Risk)
Below 60 = Immediate Review Recommended (Critical Risk)

Upon completion, you will receive a personalized assessment report summarizing your results, identifying potential areas of risk and improvement, and providing practical best-practice recommendations to help strengthen your organization's job description management, compliance, compensation, and talent management practices.

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Whether you have questions about HR Compliance, record keeping requirements, EEO, Anti-Discrimination, or how to protect your contracts under EO 14173, or would like to request a proposal, we will be happy to promptly respond to your inquiry.

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Wisconsin

Who Must Submit?

  • Employers contracted with Wisconsin that meet the criteria outlined by the State of Wisconsin Affirmative Action Plan Requirements document.

What Must Be Submitted?

  • Employee and Organization Information

Who Must Be Included

  • Active employees as of a given Snapshot date, as well as the applicants, hires, promotions, and terminations of the year prior to the Snapshot date.

Employment Service Delivery System (ESDS) Link

CONTACT US

Washington

Who Must Submit?

  • Employers contracted with Washington that employ 50 employees or more

What Must Be Submitted?

  • Construction: Construction Project and Employee Information (Construction AAP)
  • Supply & Service: Employee and Organization Information

Who Must Be Included

  • Construction: Employees on payroll over a period of one year.
  • Supply & Service: Active employees as of a given Snapshot date, as well as the applicants, hires, promotions, and terminations of the year prior to the Snapshot date.

Employment Service Delivery System (ESDS) Link

CONTACT US

Rhode Island

Who Must Submit?

  • Employers contracted with Rhode Island that have state contracts of $50,000 or more and employ 50 employees or more

What Must Be Submitted?

  • Construction: Construction Project and Employee Information (Construction AAP)
  • Supply & Service: Employee and Organization Information

Who Must Be Included

  • Construction: Employees on payroll over a period of one year.
  • Supply & Service: Active employees as of a given Snapshot date, as well as the applicants, hires, promotions, and terminations of the year prior to the Snapshot date.

Employment Service Delivery System (ESDS) Link

CONTACT US

Pennsylvania

Who Must Submit?

  • Employers that have apprentice programs registered with the Pennsylvania Council
  • Highway construction contractors with Federal-aid PennDOT contracts of $10,000 or more

What Must Be Submitted?

  • Employee and Organization Information
  • Construction Project and Employee Information

Who Must Be Included

  • Registered apprentices in workforce.
  • Employees on payroll over a period of one year.

Employment Service Delivery System (ESDS) Link

CONTACT US

Ohio

Who Must Submit?

Employers contracted with Ohio that meet one of the following criteria:

  1. Supply & Services contract of $5,000 or more
  2. Construction Contracts of $50,000 or more and they employ 50 employees or more

Employers contracted with Ohio for construction work

What Must Be Submitted?

  • Construction: Construction Project and Employee Information (Construction AAP)
  • Supply & Service: Employee and Organization Information

Who Must Be Included

  • Construction: Employees on payroll over a period of one year.
  • Supply & Service: Active employees as of a given Snapshot date, as well as the applicants, hires, promotions, and terminations of the year prior to the Snapshot date.

Employees on payroll over a period of one month.

Employment Service Delivery System (ESDS) Link

CONTACT US

New York

Who Must Submit?

  • Employers contracted with New York – largely depends on the state agency.

What Must Be Submitted?

  • Employee and Organization Information

Who Must Be Included

  • All active employees as of the chosen Snapshot date.

Employment Service Delivery System (ESDS) Link

CONTACT US

New Mexico

Who Must Submit?

  • Employers with 10 or more employees in New Mexico that are bidding on state contracts

What Must Be Submitted?

  • Employee Pay Information

Who Must Be Included

  • All active employees as of the chosen Snapshot date.

Employment Service Delivery System (ESDS) Link

CONTACT US

New Jersey

Who Must Submit?

  • Employers contracted with New Jersey for construction work

What Must Be Submitted?

  • Employee and Organization Information

Who Must Be Included

  • Employees on payroll over a period of one month.

Employment Service Delivery System (ESDS) Link

CONTACT US

Nevada

Who Must Submit?

  • Employers with 5 or more registered apprentices in Nevada.

What Must Be Submitted?

  • Construction: Construction Project and Employee Information (Construction AAP)
  • Supply & Service: Employee and Organization Information

Who Must Be Included

  • Registered apprentices in workforce.

Employment Service Delivery System (ESDS) Link

CONTACT US

Minnesota

Who Must Submit?

  • Employers contracted with Minnesota that meet the following criteria:
  1. State Contract for goods and services of $100,000 or more
  2. Employ 40 employees or more

What Must Be Submitted?

  • Employee and Organization Information

Who Must Be Included

  • Active employees as of a given Snapshot date, as well as the applicants, hires, promotions, and terminations of the year prior to the Snapshot date.
  • Employees on payroll over a period of one month.

Employment Service Delivery System (ESDS) Link

CONTACT US

Massachusetts

Who Must Submit?

  • Employer with 100 or more employees in Massachusetts
  • All state contractors providing construction or design services

What Must Be Submitted?

  • EEO-1 Reports of the Prior Year
  • Weekly Employee Pay Information
  • Employee and Organization Information

Who Must Be Included

  • All active employees as of the chosen Snapshot period. The Snapshot period is defined as a single pay period between October 1 and December 31 of the reporting year.
  • Active employees on payroll
  • Employees on payroll over a period of one month.

Employment Service Delivery System (ESDS) Link

CONTACT US

Maine

Who Must Submit?

  • Employers contracted with Maine with a state contract of $50,000 or more

What Must Be Submitted?

  • Construction: Construction Project and Employee Information (Construction AAP)
  • Supply & Service: Employee and Organization Information

Who Must Be Included

  • Construction: Employees on payroll over a period of one year.
  • Supply & Service: Active employees as of a given Snapshot date, as well as the applicants, hires, promotions, and terminations of the year prior to the Snapshot date.

Employment Service Delivery System (ESDS) Link

CONTACT US

Kentucky

Who Must Submit?

  • Employers contracted with Kentucky that meet either of the two criteria:
  1. State contracts of $250,000 or more
  2. Employs 8 employees or more

What Must Be Submitted?

  • Construction: Construction Project and Employee Information (Construction AAP)
  • Supply & Service: Employee and Organization Information

Who Must Be Included

  • Construction: Employees on payroll over a period of one year.
  • Supply & Service: Active employees as of a given Snapshot date, as well as the applicants, hires, promotions, and terminations of the year prior to the Snapshot date.
CONTACT US

Illinois

Who Must Submit?

  • Employers with 100 employees or more, with at least one location in Illinois

What Must Be Submitted?

  • Employee Pay Information

Who Must Be Included

  • Pay information of all employees during the 12-month calendar year immediately prior to the deadline or recertification due date.
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Connecticut

Construction employers contracted with Connecticut that meet either of the two criteria:

  1. Your company is the construction manager of the project, OR
  2. The project does not have a construction manager, your company has a state contract with the owner of the project, and the state-funded portion of your company’s contract value $1,000,000 or more

Construction employers contracted with Connecticut that meet either of the two criteria:

  1. The project does not have a construction manager, your company has a state contract with the owner of the project, and the state-funded portion of your company’s contract value is between $50,000 – $999,999.99 OR
  2. The project has a construction manager and the state-funded portion of your company’s contract value is $50,000 or more.

What Must Be Submitted?

  • Construction Project and Employee Information (Construction AAP)
  • Subcontracting Information – must show that company set aside certain amount of $$$ for exclusive bidding of certified minority owned business enterprises

Who Must Be Included

  • Employees on payroll over a period of one year.
  • List of Minority owned business enterprises that bid on subcontracts for project.

Employment Service Delivery System (ESDS) Link

CONTACT US

California

Who Must Submit?

  • Employers with 100 employees or more (payroll or labor contractor), with at least one location in California
  • Employers contracted with California with state contracts of $5,000 or more

What Must Be Submitted?

  • Employee Pay Information
  • Employee and Organization Information (Nondiscrimination Report – similar to AAP defined by EO 11246)

Who Must Be Included

  • All active employees as of the chosen Snapshot period. The Snapshot period is defined as a single pay period between October 1 and December 31 of the reporting year.
  • ‘Active employees as of a given Snapshot date, as well as the applicants, hires, promotions, and terminations of the year prior to the Snapshot date.

Employment Service Delivery System (ESDS) Link

 

Learn more about CA pay data reporting requirements

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