Reconceptualize Job Descriptions
Simplify both the template and the process to transform job descriptions into living documents that drive stakeholder value.
Client Challenge
- The high level of detail in job descriptions and lengthy approval processes are incongruent with today’s dynamic environment.
- The evolving nature of work challenges traditional approaches to job descriptions.
- Out-of-date, incomplete, or vague job descriptions lead to confusion, employee disengagement, and increased risk in labor litigation.
Our Advice
Critical Insight
- Transform job descriptions into living documents.
- Design a job description template and process that encourage rather than inhibit regular updates.
- Have job descriptions inform regularly occurring manager-employee conversations.
- Create buy-in for your new template and process by providing effective support for managers and building on early successes.
Impact and Result
- Use McLean & Company’s process to select and tailor the right type of template(s) for your organization.
- Simplify the process to ease the burden of creating, updating, and maintaining job descriptions for all stakeholders.
- Turn job descriptions into living documents that managers, HR, and employees find value in.
Research & Tools
| Name | Actions |
|---|
1. Establish a multi-purpose template
Evaluate existing job descriptions (JDs) to pinpoint opportunities for integration across HR functions and determine the appropriate template type to create tailored JD templates.
| Name | Actions |
|---|---|
| Reconceptualize Job Descriptions Storyboard | |
| Reconceptualize Job Descriptions Executive Briefing | |
| Job Description Template – Traditional | |
| Job Description Template – Streamlined | |
| Job Description Tracking Tool |
2. Develop a process for creating and updating job descriptions
Identify the best process and workflow for creating and updating JDs while avoiding common JD process pitfalls.
| Name | Actions |
|---|---|
| Job Description Launch Deck |
3. Train stakeholders and implement the process
Customize the Job Description Launch Deck and Job Description Writing Guide, and then select a pilot group for the rollout.
| Name | Actions |
|---|---|
| Job Description Writing Guide | |
| Job Analysis Questionnaire |
Need Help?
Speak With an Advisor
Get the help you need in this 3-phase advisory process. You'll receive 7 touchpoints with our researchers, all included in your membership:
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Guided Implementation #1 - Establish a multi-purpose template
- Call # 1 Discuss and evaluate your existing job descriptions and job description templates.
- Call # 2 Identify ways to integrate job descriptions into HR functions that make sense for your organization.
- Call # 3 Review your job description template design.
-
Guided Implementation #2 - Develop a process for creating and updating job descriptions
- Call # 1 Discuss common process pitfalls and strategies to avoid them.
- Call # 2 Review your job description update and creation process.
-
Guided Implementation #3 - Train stakeholders and implement the process
- Call # 1 Review your Job Description Writing Guide.
- Call # 2 Discuss your launch plan and review your Job Description Launch Deck.
Author
- Rachel Stewart
- Trevor Bieber
- Elizabeth Woods
Contributors
- Tim Baker, Human Resources Consultant, Winners-at-Work
- Don Berman, Principal & VP of Professional Services, HRTMS
- Joel de los Santos, Compensation Expert, Bayer
- Ainsley Desautels, HR Consultant, Credit Union Central of Manitoba Ltd.
- Scott Elder, Human Resources Manager, Hastings Prince Edward Public Health
- Candace Funk, Job Evaluation Specialist, University of Manitoba
- Mathew Sebastian, Human Resource Specialist – Compensation, University of Ontario Institute of Technology (UOIT)
- Stella Strickland, Job Description Facilitator, Government of Nova Scotia
- Mary Whitney Thuell, Founding Member, Legacy Law Firm PLLC