Enter, the Performance Based Job Description…
When benchmarking for a new job, our team works with your team to create what we call the Performance Based Job Description (aka PBJD). The PBJD consists of 3 very important sections; the Summary, Duties, and Measurable Objectives.
Summary: In this section, we create a narrative of the job and tie in the WHY. WHY does this job exist and WHY is it necessary in order to drive the company forward? Having a summary that includes the WHY is very important to employee buy-in.
Duties: This is where we provide the candidate (or employee) a list of 7-10 action items. These are the most important things they will be responsible for in that position. The duties are often very robust and include specific actions rather than broad statements.
Measurable Objectives: By providing 3-5 measurable objectives, this section communicates the MINIMUM and EXPECTED performance of a person in this position.
While interviewing candidates, we go over the PBJD in depth several times throughout the interview process. This ensures they are aware of the expectations of the job before they are hired. We make sure they agree with the specifications so there is no question as to what they should be doing once they become part of the team.
So how is this used in the long run?
Once it is built, you will want to revisit the PBJD during performance evaluations. Performance Evaluations should be a meaningful discussion, not a one-sided lecture. During an evaluation, review the PBJD; discuss the duties and the measurable objectives. How is the employee doing with the measurable objectives? Is there anything that needs to be changed and why? Discuss any new goals. The PBJD is a living, breathing document and by using it to help drive discussion, you will also see an increase in employee buy-in.
As your company grows and changes, so should your job descriptions. We find that using the Performance Based Job Description along with the rest of our process, creates a culture of direction, collaboration, and clarity.
Not sure where to start? We would be happy to chat more! Email us at email@example.com. Next up in our series: The Ideal Candidate Profile