Goals of the Job Description

 

• Serve as an effective tool for employee orientation to specific position duties and parameters.

• Establish a training checklist for new hires or incumbent job changes.

• Provide a point-by-point quality of work itemization for performance appraisals and ongoing performance management.

• Document position goals and performance standards.

• Protect the firm from legal risks through written documentation of position requirements.   Establish ADA and EEOC parameters.

• Benchmark the position for accurate compensation scale review.

• Facilitate a merit-based compensation system by clearly identifying distinguishing characteristics between positions and position levels.

• Communicate recruitment parameters to safeguard the hiring process.

• Manage legal risks in employment law by comprehensively documenting the position requirements and performance requirements.

• Allow team members to measure their own performances between formal performance appraisals.

• Establish individual accountability.

• Internally market the position to each relevant team member through controlled terminology and quick communication of the key importances and contributions of the position.

• Enhance the perception of training and thereby minimize relevant turnover.

• Validate the need for pre-employment testing/screening toward legal risk management.

• Protect team members not selected for promotion from failure to understand selection decisions.   Protect the company from challenged decisions.

• Assist supervisors with the performance appraisal system by providing written reminders of the goals and expectations actually communicated to the team members.