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Things to Keep in Mind Before You Write a Job Description
- Job descriptions are not an ‘HR thing’
- Job descriptions should be focused on outcomes
- Job descriptions should be used for the entire life-cycle of an employee (recruiting, development, evaluation, discipline, succession)
Four Components of a Job Description
One: Basic Functions
- Who does this position report to?
- Who reports to this position?
- What are budgetary or statutory requirements?
Two: Results to be Achieved
- Specific outcomes required of this position (production, quality, safety, risk management, etc.) – ‘what’
- Leadership and interpersonal competencies – ‘how’
- Values and attitudes required – ‘how’
Three: Stakeholder Management
- Where does this position intersect with others?
- Who are key stakeholders, and what is the nature of the relationship with this position?
Four: Metrics used to Evaluate Performance
- Measurement must be meaningful
- Production
- Quality
- Compliance
- Customer satisfaction
- Financial
- Employee Satisfaction/retention
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