Jobs change as equipment, staffing, and customer needs change. Trouble starts when new duties accumulate without removing old work, training the employee, or clarifying priorities. The employee may be criticized for falling behind in a role that no longer matches its own description.
Inventory the work
Ask the employee and supervisor to list recurring duties, their frequency, and the time or qualifications they require. Compare the list with the current job description, training records, and actual schedule. Focus on tasks rather than debating whether each item is small.
Decide what belongs
Identify duties that are core, temporary, misplaced, or no longer useful. State which work stops when a new priority arrives. If a task requires different training, access, physical demands, or authority, complete the appropriate review before assignment. Do not use a catch-all phrase in the job description to avoid the discussion.
Update the operating record
Revise instructions, training, staffing, and performance expectations together. Check whether comparable employees carry similar work. Revisit the role after one full cycle to see whether the plan fits normal demand rather than an unusually quiet week.
Qualified HR, safety, compensation, accommodation, or legal staff should review material role changes. Keep protected requests and medical information in their proper confidential process.
Public background: O*NET resources for describing work.