Done-For-You Job Description

If you are interested in increasing individual employee productivity by as much as 30%, let Lukesh Consulting Group (LCG) create a results-oriented Job Description (JD) and customized Evaluation tool for each of your positions.

When creating a JD, LCG works with the manager to whom the job reports and the employee(s) who “own” the position to identify position responsibilities and performance expectations. Below are the ways for creating JDs for your organization.

#1 – BASIC JOB DESCRIPTION &
EVALUATION FORM:

The following outlines the process that LCG implements in creating a basic, results-oriented JD:

A. LCG Consultant conducts an initial phone conference with the manager and the employee(s) followed by an email with instructions for the employee(s) to complete the 1st assignment. [NOTE: LCG uses web-conferencing software for meetings with employees where everyone can view and discuss the same documents online.] The 1st employee assignment is a brainstorming of position responsibilities along with a best effort at identifying specific performance expectations for each responsibility.

B. The employee(s) emails the completed 1st assignment to the Consultant who will call/web-conference the employee(s) to review in detail the (1) responsibilities and (2) performance expectations. This procedure usually requires the Consultant to rewrite the responsibilities and expectations to make them specific and measurable.

C. The Consultant emails the 2nd assignment and instructions to the employee(s), which consists of the employee(s) completing the following 4 sections of the JD form:

1. Knowledge – This section of the JD has the employee identify the hard-skills (e.g., knowledge, education, training, experiences, etc.) that are the minimum requirements for holding the position.

2. Environment – This section of the JD is an important consideration from a Workers Compensation and Americans with Disabilities Act (ADA) perspective. This tab identifies the environment in which the employee works and the physical demands of the position such as “Standing 3 to 6 hours per day,” and much more…

3. Demands – This section of the JD is designed to record details of the physical and mental demands as well as the work equipment, work tools, and safety equipment of the position.

4. Soft Skills – This final section of the JD lists 23 soft skills that represent the 23 most important soft skills for effective execution of any position. On this tab, the top 10 soft skills of the position are identified. This completed tab becomes an invaluable tool for coaching an employee and for hiring a new employee. As part of the “Secrets To Hiring Success Program,” LCG has prepared behavior-based interview questions for each of these soft skills, which a manager can use when interviewing candidates for an open position.

D. The employee(s) emails the above 4 sections to the Consultant who will call/web-conference the employee(s) to review the information and rewrite any material to make it compliant with related labor laws.

E. The Consultant prepares the JD and emails it to the manager. The Consultant calls/web-conferences the manager to review the JD in detail to ensure that it meets the manager’s expectations. Additions, deletions, and/or corrections are made to the JD by the Consultant and a finalized JD is sent to the manager for distribution to the employee(s).

F. The Consultant will then prepare the Evaluation Form from the JD and forward the form to the manager. The Consultant will call/web-conference the manager and review how to use the Evaluation Form.

BASIC JD & EVALUATION FORM:
Non-Member Investment: $550.00 Per Job Title
Member: $440.00 Per Job Title (20% Savings)

#2 – COMPREHENSIVE JOB DESCRIPTION:

The Comprehensive JD includes all of the steps from the Basic JD & Evaluation Form process with the added details noted below.

The Comprehensive JD is designed for critical positions such as sales, customer service, professional, and supervisory jobs where (1) the position activities have a substantial impact on the organization and (2) there are important process steps that must be followed to ensure company success.

An example would be an organization that may have specific performance expectations of a salesperson when the sales rep makes a first visit call to a prospect. If these performance standards are in the JD, then a sales manager who travels with the salesperson should be able to observe the salesperson executing these expectations during a sales call. An example of an expectation is that the salesperson executes a company-approved Trial Close at least once during the sales call.

As such, a Comprehensive JD requires an employee(s) to identify:
A. Processes – The employee(s) identifies the major process steps of specific functions that are critical aspects of the position.

B. Organizational Impact – The employee(s) identifies the impact of each responsibility and process on the organization. In essence, this section has the employee(s) identify a “line of sight” between a given activity and the impact the activity has on the organization. When an employee understands how these functions individually and collectively impact the organization, he/she will be more engaged as an employee.

The employee(s) will work with the Consultant to document the details of these two steps. The Consultant prepares the draft Comprehensive JD and emails it to the manager. The Consultant calls/web-conferences the manager to review the JD in detail to ensure that it meets the manager’s expectations. Additions, deletions, and/or corrections are made to the JD by the Consultant and a finalized JD is sent to the manager for distribution to the employee(s).

Finally, LCG will conduct a training program via web-conferencing with the managers of the company on how to use the Evaluation Form and how to conduct an effective Process Evaluation using a Continuous Improvement format.

COMPREHENSIVE JD:
Non-Member Investment: $975.00 Per Job Title
Member: $780.00 Per Job Title (20% Savings)

#3 – BEHAVIOR ASSESSMENT FORM:

On some regular basis, you should have a discussion with each employee about the subjective, interpersonal behaviors, not directly related to the actual job performance of the employee, that you:

A. Want an employee to exhibit,
B. Want an employee to exhibit more of,
C. Want an employee to stop exhibiting, and/or
D. Want an employee to exhibit less of.

These non-job related behaviors are the interpersonal expectations that you have of each employee that are designed to maintain a positive and productive organizational culture. As we all know, it only takes one employee with an unrestrained “toxic attitude” to disrupt an entire department or company.

LCG has a formal process that will guide your managers in the identification of the non-job related positive behaviors and attributes to be encouraged and the negative behaviors and actions to eliminate. The end result of this exercise will be the creation of a formal Behavior Assessment tool that can be used to control disruptive behaviors and promote behaviors that advance the values of your company. At the end of this process, LCG will conduct a web-conference with your managers to train them on the use of this Assessment.

BEHAVIOR ASSESSMENT FORM:
Non-Member Investment: $450.00
Member: $360.00 (20% Savings)

#4 – FOR THE ULTIMATE DO-IT-YOURSELFER:

If you have the time and the interest, you can create comprehensive Job Descriptions and Behavior Assessments for your organization by investing in the Employee Process Evaluation Program (http://www.hrcontrarian.com/processevaluation/). This program consists of 3 audio CDs and 1 data CD that will walk you through all the steps to creating these valuable documents for your organization.

FOR THE ULTIMATE DO-IT-YOURSELFER:
Non-Member Investment: $185.00
Member: $148.00 (20% Savings)

To learn more or get started, please contact our offices today! Call us at 610-594-9024 or e-mail rlukesh@hrcontrarian.com.

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