As performance development planning (PDP) is in full swing, we wanted to make sure that leaders & employees are getting the most out of the process.  A good place to start whether you’re an employee or a leader is the job description (JD).  Ask yourself does it accurately describe the work being done?  If not, updating it is essential!  Job descriptions should be considered living documents as they provide clarity to employees on what the expectations are and will be the foundation for writing SMART goals and having meaningful conversations about the work being done.
 

4 Benefits of Updating JDs in Conjunction with the PDP Cycle:

• Achieve Strategic Business Goals: Leaders will more easily be able to achieve business objectives – teams will have a clear purpose and understanding of their tasks, duties & desired outcomes.
• Factual & Evidence-based Feedback: When the performance planning is based on the job description, everyone knows what to expect, therefore feedback can link back to the JD. Let’s take the stress out of our PDP cycle!
• Reduce Misunderstandings: When performance discussions are tied to the job description, the leader and employees can demonstrate valid reason(s) about the work being done if there is a disagreement.  It also allows leaders to look at the teams as a whole to make sure there is no overlap in duties that might cause confusion.
• Boost Engagement & Deliver Recognition: Talking about Job Descriptions in preparation for PDPs is excellent opportunity to give praise, LEAN out processes and remove any barriers the position might face.
   

Worried that changing a JD will trigger a job evaluation? Most updates and changes that are of the same level of responsibility will not trigger an evaluation.  Not finding what you need on the website? Reaching out to your Strategic Business Partner is here to support you!