Position profiles, job descriptions, or virtually any document which describes the role and expectations of an employee lag the reality of what’s currently being done by the employee. In the past couple years, employees’ roles have been adjusted, realigned, or expanded as staff was eliminated and duties reassigned. Limited budgets and time constraints put document revisions on the back burners for both managers and Human Resources. However, without clarity about the employee’s role and today’s priorities, performance may not meet the manager’s expectations or the company’s needs. Additionally, incentives and pay for performance programs may not effectively reward the right results.
Job descriptions can be as formal or informal as a company likes. In any case, a clear mutual understanding of what’s needed for the employee to succeed is imperative to ensure strong, desired performance. It is also essential the appropriate position is bench marked to relevant market data and performance is competitively and fairly compensated.
Current accurate job descriptions are the cornerstone to building a strong high performing organization, ensure competitive total cash compensation, and effective variable pay and incentive pay programs.