Abolish the Job Description -Replacing the Job Description with Role

Descriptions

Dr Tim Baker www.winnersatwork.com.au

Aims & Objectives

Develop KPIs for the increasingly important roles employees play in the workplace

Learn the process for converting job descriptions to role descriptions

Understand the value and importance of the non-job roles employees' play

Legal disclaimer

You are required to complete any other duties deemed relevant by your manager ....

Performance Management Framework

(Baker, 2009)

Psychological Contract

Individual Organisation

I offer

I expect

The organisation

expects

Theorganisation

offers

New Employment Relationship Model

Shifting from a Job focus to a Performance focus

Roles people play in organisations are

more important than the jobs they do...

The Work People Do

Job Role Non-job Roles

Technical skillsTeam role

Skill development role

Innovation & Continuous Improvement role

SOURCE: Baker, T. B. (2013) The End of the Performance Review: A New Approach to Appraising Employee Performance

Positive Mental Attitude & Enthusiasm

Job description v Role description

A job description usually define a set of specific tasks and responsibilities that are performed by a particular job-holder. A role description define the job role (technical tasks) and non-job roles that employees are expected to perform at work

Positive Mental Attitude & Enthusiasm Role

Solution-focus The orientation of looking for solutions to problems rather than focusing on the problem.

AutonomyThe degree to which employees are able to work without close supervision.

Positive EnergyThe degree to which the employee demonstrates a positive and cooperative approach towards their work and colleagues.

Team Role

LeadershipThe ability to influence others within the team & organization in a positive way.

AccountabilityThe degree to which employees accept responsibility for their own work and the work of others they work with.

Self-developmentDeveloping oneself is associated with the commitment to help in carrying out employment duties now and in the future.

Technical developmentInvolves individuals planning and making decisions about education, training, and career choices as well as developing the right skills and knowledge to do so.

Skill Development Role

Innovation and Continuous Improvement Role

Problem solving and critical thinkingContinuously seeking to identify, define, critically analyze, and resolve work problems through researching and testing alternative ideas and approaches.

Customer responsivenessInvolves the ability to identify, understand, build relationships with, and adapt to the requirements of external and internal customers in an appropriate manner.

Innovation & Continuous

Improvement opportunities

Ways to Formulate Role Descriptions

Dynamic duo methodThe manager or supervisor chooses two individuals who perform the same role—for example, two accounts receivable clerks—to consider the non-job elements associated with their role.

Team methodThe manager or supervisor chooses three or four individuals, all of whom perform the same role, to complete the document.

Supervisor–incumbent methodThe supervisor or manager works with a single employee to complete the role documentation.

Single-employee methodThe employee completes the document him/herself. For roles with only one employee, or for a vacant/new position, this may be the only method available, but it is not collaborative, and therefore is the least preferred method.

Which approaches are available to formulate role descriptions?

SOURCE: Baker, T. B. (2013) The End of the Performance Review: A New Approach to Appraising Employee Performance

You can pre-order my latest book – The End of the Job Description from

http://www.palgrave.com/page/detail/the-end-of-the-job-description-tim-baker/?isb=9781137581464 or if you want to convert your job descriptions

to role descriptions contact me at tim@winnersatwork.com.au

Tim Baker’s latest book, The End of the Job Description, provides just the ticket for turning your organization into a great place to work. Professor Marshall Goldsmith I author or editor of 34 books including the global bestsellers MOJO and What Got You Here Won’t Get You There