How it works

Job descriptions and evaluations are critical components to defining any compensation strategy. While job descriptions can be found on a significant variety of templates, each document must provide the required level of detail to understand the expected contributions and requirements for each job. Further, job evaluation is a standard method to measure the relative value of each job across the organization and differentiate compensation accordingly. An evaluation can be a challenging task since it requires separating the “soul” (job contents, scope, focus, etc.) from the “body” (current job incumbent). The issue is that many managers inadvertently consider the current job incumbent’s performance as an ideal reference point rather than a more objective description of what the organization needs and expects as outcomes of the role. Therefore, it’s a good practice to have a panel of evaluators review proposed job evaluations and reach a consensus afterward.

looks_oneDetermine a standard template and approach to capture the essence of each job

To have a solid job description that feeds valuable information into the compensation cycle, such a document should have at least the following sections:

• Purpose of the job
• Key responsibilities
• Performance standards and metrics (optional)
• Knowledge, education, and certifications
• Experience
• Competencies or skills
• Additional information