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Position Descriptions

Client success story – Stark County District Library

Client success story – Stark County District Library

By on Apr 22, 2019 in Best Practices, Blog, Compensation Consulting, Government and Public Sector, HR Consulting, Job Analysis, Job Descriptions, Position Descriptions, Success Stories | 0 comments

This month’s success story features our work with Stark County District Library.  We were pleased to have the opportunity to work with another public library after successful projects with Cleveland Public Library and Cuyahoga County Public Library. Seeking better ways to structure the Library for the benefit of the patrons and define jobs and career paths better for the employees, the Library contacted OA to help revise job descriptions and then provide insight into how competitive their base compensation is. Shanna Springer, Senior Director of Operations and HR: Based on work they had done in the past for other public libraries, it was actually our bargaining unit leadership that recommended OA as a partner for this project.   We needed help with a revision and update to our job descriptions to help us convey expectations better and provide clearer career paths for our staff.  We were also considering alternative organizational structures to support this and to be more effective serving the community.   OA worked with our management and staff to understand jobs and provided us with tools to document jobs in a more consistent fashion.  With this information they were able to provide us with information on how our jobs compare to the market and strategies to help us stay competitive.   Additionally, they provided insight into current compensation trends and strategies for implementing better approaches to attract, retain, and motivate our staff.  The OA team was helpful in assisting with consensus-building with our leadership team so that we could implement the program we needed to reach our goals.   This information also helped us with own work to define career paths and organizational structures that fit the needs of our staff and patrons.  Like most libraries we are working hard to make sure we provide needed services that the community needs now.  OA was a great partner on this project and really helped us serve our community better. Public libraries and sector employers are one of our specialties.  Whether you are a municipality, agency, or public library system, we can help with your HR programs, including compensation benchmarking and pay structures. If you need assistance with your compensation programs or other HR consulting needs, contact us and...

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Developing position descriptions

Developing position descriptions

By on Apr 12, 2017 in Blog, HR Consulting, Position Descriptions | 0 comments

Starting with a well written position 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 position description for a new position in your organization, or updating old ones, make sure to include only important and relevant information for that position.  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: Position Title – try to make the position 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 position. 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 position descriptions. When a position description is written well and properly outlines the essential function of the position, it will become one of the most useful tools you have to manage people and hold them accountable. Do you need help developing your position descriptions or other human resources consulting needs? Contact us and check out our blog for more helpful...

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The value of the position description

The value of the position description

By on Apr 10, 2017 in Blog, HR Consulting, Performance Management, Position Descriptions | 0 comments

Position descriptions are often neglected or misused within organizations. Sometimes the position description gets filled with too much information, creating an overwhelming document that becomes useless to the employee and manager.  Or, it will be created years ago and then never updated, becoming outdated and not reflecting an employee’s current position.   More importantly, it provides no help to the manager to set expectations through effective communication and coaching. Far from being a piece of administrative paperwork that never sees the light of day, position descriptions help in so many ways: For the employee: Sets clear expectations Shows what is needed to be deemed competent in the role Shows how the employee’s role fits within the organization For the manager: Communicates expectations clearly Creates accountability Provides the basis for training and development activities Assists with performance management Assists with developing appropriate compensation structures Helps focus recruiting and selection efforts As you can see, managers may benefit more than employees from good position descriptions.  From an organizational standpoint, position descriptions are the starting point for your performance management and talent review processes. Do you need help developing your position descriptions or other human resources consulting needs? Contact us and check out our blog for more helpful...

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