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Job Descriptions

Client success story – Client Service Associate recruitment

Client success story – Client Service Associate recruitment

By on Jun 26, 2017 in Blog, Job Descriptions, Success Stories, Talent Acquisition | 0 comments

Today’s success story highlights how Organizational Architecture helped its client recruit the right person to fill an opening in their office. Our client is a financial planning and investment management company located in Westerville, OH. We have a long-standing relationship with this client and were excited to help them again. One of the initial steps we took was to update the job description. We worked closely with our client to determine how this role fit into their organization as well as the necessary duties and responsibilities. Spending time on the job description ensured we sourced, screened, and selected candidates efficiently and effectively. It also helped us streamline the recruitment process and find the right person for the job. Additionally, by taking the time to update the job description to fit their present needs, the new hire would understand exactly what was expected of them when they started and be able to meet those expectations. Do you need assistance with a strategy for effective recruitment? Contact us and check out our blog for more helpful...

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Client Success Story – First Federal Lakewood

Client Success Story – First Federal Lakewood

By on Sep 21, 2016 in Blog, Compensation Consulting, Job Analysis, Job Descriptions, Success Stories | 0 comments

First Federal Lakewood is a great example of how Organizational Architecture’s compensation consulting assists its clients by conducting job analysis and compensation studies to ensure they are paying competitively compared to the market. First Federal Lakewood has been committed to helping Ohio residents and businesses achieve their financial goals by actively listening to and understanding their needs. Dedicated to the strength and economic growth of the communities they serve, they’re proud to be the largest independent depositor owned bank headquartered in Ohio. Maureen Swanson, Human Resources Business Consultant at First Federal Lakewood, said, “Our job descriptions had not been updated in years and did not accurately represent the current duties our staff performed in their positions. It wasn’t a matter of IF we [HR] could update the job descriptions ourselves, it was a matter of WHEN and HOW. With a small HR staff and over 200 positions within our organization, we did not have the bandwidth to effectively do this type of overhaul. Organizational Architecture was able to update all of our job descriptions and also provided us with tools and templates to create and update future job descriptions in a consistent format. “Once the job descriptions were updated, the next item on our list to tackle was our salary grade system. We previously used a combination of a point factor style system and market pricing to evaluate our jobs and create our salary grade system, which we had used for years, but just didn’t make sense for how we wanted to align our total rewards and HR strategy with our organizational strategy. Organizational Architecture conducted a compensation study, which not only did they create a new salary grade system that made more sense for our organization, but they also completed an impact analysis by assigning salary grades to each job from our new system and identifying any pay equity issues for positions that fell above or below their newly assigned salary grades.” “Now our HR department feels confident we can attract and retain future and current employees for our organization and our employees are more satisfied seeing job descriptions that reflect their current position accurately.” Compensation is a powerful tool often overlooked in most organizations. Even implementing simple compensation tools, systems, and policies can make a world of...

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Client success story – Job analysis and compensation study

Client success story – Job analysis and compensation study

By on Sep 19, 2016 in Blog, Compensation Consulting, Job Analysis, Job Descriptions, Success Stories | 0 comments

A recent success story shows that conducting a job analysis and compensation study can become a powerful way to ensure that your organization is paying current and future employees correctly for the work performed and relative to the market.  Our client is a community bank headquartered in Cleveland, Ohio and needed to know if they were paying competitively compared to the market from which they draw talent. Our initial assessment of their position descriptions and compensation program uncovered these challenges: Outdated position descriptions that did not reflect the current jobs that employees performed within their role; Use of an outdated point factor system to conduct job evaluations; A salary grade system that had not kept pace with the market. We worked collaboratively with their HR department to perform the job analysis on over 200 jobs to determine essential duties, necessary competencies, necessary education and experience, consistency, compliance and, relevance to the job as it exists. Customized and integrated job content questionnaires and position description templates were developed that allowed for documentation and communication of expectations for the job. Creating these tools also provided a process to analyze new jobs when headcount additions are approved. Once the position descriptions were completed and ensured the jobs performed were accurate, we completed the benchmarking analysis of their base compensation. After careful review of the benchmarking analysis, we developed a salary grade system with variable range spreads and a salary grade range progression that made most sense for their organization, but also aligned with their organization’s total rewards strategy. Overall, updating the position descriptions and salary grade system provided greater clarity and structure around position responsibilities and ensured all employees were compensated fairly relative to the job they performed. Do you need assistance with developing a job analysis process, salary grade system, and have other compensation consulting needs?  Contact us and check out our blog for more helpful...

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Developing job descriptions

Developing job descriptions

By on Aug 17, 2016 in Blog, Human Resources Consulting, Job Descriptions | 0 comments

Starting with a well written job description can become your cornerstone to effective people management. It will be the go-to resource for both employees and managers when discussing performance, compensation, recruitment, training and development, and many other leadership activities. Whether you are drafting a job description for a new position in your organization, or updating old ones, make sure to include only important and relevant information for that job.  It is not an exhaustive task list! It’s to define the important essential duties and qualifications. Here is what you should include at a minimum: Job Title – try to make the job title an accurate reflection of the role…both in terms of function and level. Overinflating these can lead to confusion about responsibilities. Position Summary – the summary should only be one sentence…two at the max…and should summarize the role. It should not include every duty and responsibility performed by the employee. Duties and Responsibilities – the duties and responsibilities should include some more specific items than what was outlined in the position summary, but it should not look like a daily task list of what the employee does from start to end during their workday. Experience – these items should be distinguished by what is required versus what is preferred. Required means the employee or candidate absolutely needs this qualification or experience to perform the job. Preferred means that a qualification or experience are nice to have, but not absolutely necessary for the role. These are just a few important items that you should start with when developing your job descriptions. When a job description is written well and properly outlines the essential function of the job, it will become one of the most useful tools you have to manage people and hold them accountable. Do you need help developing your job descriptions or other human resources consulting needs? Contact us and check out our blog for more helpful...

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