Join us as Don Berman, an industry thought-leader in the area of Job Descriptions, shares how you can create and maintain job descriptions you'll love by sharing the next and best practices for managing effective job descriptions.

1. Job Descriptions…
The Driving Force Behind Successful
Compensation and Performance
Management
presented by Don Berman

2. Why Job Descriptions Lag Behind
• People think of them as documents/paper
• No one person can complete them
– HR knows how to write them
– Managers/Stakeholders know the
details of the job
• People don’t know where to start
– Especially for new Jobs
– Lack of content
• No Structured way to go about it
– Different formats/focus
• Everything else is more important
– Recruiting, Performance Reviews,
Compensation, Market Pricing
Despite the fact that none of these can be done well without an effective Job Description
• No Urgency (until you need to hire someone)

3. About This Presentation
• Not Ivory Tower
• Samples of what our clients are doing
– Components they are using
– Processes they embrace
– Screenshots/JD snippets for context from

5. We See Job Descriptions Differently
• Job Descriptions
– Cater to the lowest common denominator
– Consist of blocks of dense, opaque text
• Job Description Repository
– Leverages conversations with Stakeholders
• Collects all the info you need
• Controls who can see what
– Provides information to those that need it
• Folks in other roles, hiring managers, recruiters, OD
• Other systems: ATS, Performance Management, HRMS
– Turn blocks of text into Data Points
• That you can search/query/interface with other systems
• Change the way you think about Job Descriptions

6. What Areas Impact Job Descriptions?
ADA/Accommodation
FLSA Determination
Career Pathing
Compensation Plans
Succession
Salary Structure
Training
Performance
Management Corporate Culture
System/Process
ATS/Recruiting Job Future Plans
Process
Description

7. Agenda
• Motivation and Retention
• Understanding the Job
• Intersection between Job Description
Repository
Essential Functions Base Comp Data
Competencies Market Data
Job Requirements Internal Equity
JD Access/Signoff Job Evaluation
Calibration
Salary History
Current/Past Reviews
Performance Compensation
Management Management
Data and Process

8. Impact on Motivation and Retention
• When an employee is satisfied with their job, they are more
likely to be motivated to reach performance goals and see a
future with your company
• A well-written job description sets an employee up for success
by outlining their responsibilities and the parameters of their
position
• Job descriptions also show how an employee's position
contributes to the mission, goals and objectives of the
organization
© 2012 HRTMS, Inc. All Rights Reserved www.hrtms.com

9. Impact on Motivation and Retention
JOB DESCRIPTIONS: COMPENSATION:
PERFORMANCE: JOB SATISFACTIOIN
Written to show how job Adequate
contributes to company Clear direction, personal MOTIVATION
compensation, recognition
goals, objectives (how growth, communication RETENTION
for effort
they fit into the bigger
picture)
© 2012 HRTMS, Inc. All Rights Reserved www.hrtms.com

10. Understanding the Job
The job as it relates to the Individual: Job Descriptions
• Of course, understanding the Job is essential to:
– Finding the right talent to acquire
– Evaluating those that are in the job Performance
Management
Compensation
Management
– Retaining those who perform

11. Understanding the Job
Scope
But what about understanding the impact the job has on your
Company
– Freedom to Act
– Problem Complexity
– Impact
– Budget Responsibility
– Financial Responsibility

12. Understanding the Job
Factors that INHIBIT a thorough understanding
of the job:
• In most Companies The Job Description is a Document, often
leading to confusion as to the current version
• Job Descriptions are only consulted:
– During the hiring process
– At Review time (Sometimes)

13. Understanding the Job
Factors that ENCOURAGE a thorough
understanding of the job:
• Collaboration
• Sharing Content
• Understanding Corporate Vision

14. Understanding the Job
Collaboration
• Is the key to effective job descriptions because the knowledge needed is
embedded in multiple Stakeholders:
– Employees
– Managers or other SMEs
– Upper-level Managers
– HR Generalists
– Compensation
• Participants make changes and view via “track changes” paradigm

15. Understanding the Job
Sharing Content
• Sources of Content
– Stakeholders
– Client Job Descriptions
– HRTMS Content Library
• Content Applied to
– Summary
– Essential Function
– Competencies
– Less often, Qualifications

16. Understanding the Job
Supporting Corporate Vision
• Job Descriptions can aid in supporting corporate:
– Culture
– Mission
– Vision
– Goals

17. Job Descriptions and Performance
Job Descriptions
• Job Descriptions and productivity
• Job Descriptions and motivation Performance Compensation
Management Management
• Job Descriptions and consistency
– Evaluate employees on Key Components
– Normalize process across Jobs/Performance/Compensation

18. JD and Performance
Job Descriptions and Productivity
Focus employees on Essential Functions and key performance
measures by:
– Accessing their own Job Description
at any time.

19. JD and Performance
Job Descriptions and Motivation
Focus on motivation by providing:
– Ability to Search/Browse for jobs they are interested in
– Publish Career Path Details

20. JD and Performance
Job Descriptions and Consistency
Key Components from their Job Descriptions flow through to
Performance Reviews
– Competencies

21. JD and Performance
Job Descriptions and Consistency
Key Components from their Job Descriptions flow through to
Performance Reviews
– Essential Functions

22. JD and Performance
Job Descriptions and Consistency
Key Components from their Job Descriptions flow through to
Performance Reviews
– Job Requirements

23. JD and Performance
Job Descriptions and Consistency
Normalize Process across Jobs/Performance/Compensation
• Employees signoff on job descriptions to indicate their understanding/ acceptance

24. JD and Performance
Job Descriptions and Consistency
Normalize Process across Jobs/Performance/Compensation
• Managers and Comp have instant access during Compensation Management Process:
– To All Performance Review
– And Salary History

25. JD and Performance
Job Descriptions and Consistency
Normalize Process across Jobs/Performance/Compensation
• So in context with Peers:
• Outlier Reviews can be Identified and corrected
• Reviews are calibrated and aligned with compensation

26. Job Descriptions and Compensation
• A robust detailed Job Description is the one
common component needed to : Job Descriptions
– Level Jobs in your Organization
– Market price jobs
– Insure fair, competitive compensation plans to Performance
Management
Compensation
Management
attract and retain top talent
• Job Description Repository is perfect place to:
– Show Base Comp information
– Integrate Market Data
– Identify Internal Equity Comparisons
• As well as:
– Implement a Point Factor Job Evaluation System

27. JD and Compensation
Show Base Compensation Info
• Store FLSA Determination Info

28. Show Base Compensation Info
• Keep a Record of Historical Job Descriptions
– Defend Hiring Decisions
– Protect yourself against Regulatory Audit

29. JD and Compensation
Show Base Compensation Info
• Base Compensation Info
– EEO
– Range Information

30. JD and Compensation
Integrate Market Data
• The most important requirement to effectively Market price a
job is an accurate and up to date Job Description
• Once Jobs are priced the results can be stored in the Job
Description Repository for compensation department only

31. JD and Compensation
Identify Internal Equity Comparisons
• Pull comparable jobs from the Repository:

32. JD and Compensation
Implement a Point Factor Job Evaluation System
• Capture factors:
– Your internally developed Factors
– Externally Developed: Hay, IPEs

33. JD and Compensation
Implement a Point Factor Job Evaluation System
• Analyze Factors
– To Level and Grade Jobs

34. Wrap up Job Descriptions
If you stop thinking of a Job Description as Performance Compensation
being limited by the restrictions imposed by Management Management
documents:
– You’ll see that a Job Description Repository can:
• Not only drive Performance and Compensation
• But Recruiting, succession, training as well
• Job Descriptions are the logical centerpiece of your Talent management
Landscape

35. What did we miss?
• Please use the survey at the end so we can deliver the
information in an upcoming Event

36. Questions

37. How To Contact Us
Don Berman
don@hrtms.com
Bill Rost
Brost@hrtms.com
919.351.JOBS (5627)
www.hrtms.com