Job Descriptions and Pay Plans that Work

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Job Descriptions and Pay Plans that Work

July 14, 2011

QuestionsQuestions

• If you have questions during the presentation, please submit them using the “Questions” feature

• Questions will be answered at the end of the webinar

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5 Reasons You Need Job Descriptions Are5 Reasons You Need Job Descriptions Are

1.Recruitment, Interviewing and Hiring

2.Orientation and Training3.Performance Management4.Disciplinary Action Support5.Legal Compliance

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Recruiting, Hiring and InterviewingRecruiting, Hiring and Interviewing

• Job Descriptions– Can be used to create the posting

or ad and sent to recruiting sources

– Basis for developing interview questions

– Provides accurate picture of the job to the applicant so they understand the requirements

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Orientation and TrainingOrientation and Training

• Job Descriptions– Provides template for training new

employees on duties– Communicates what is expected of

employees– Allows employees to focus on

what is important (alignment)

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Performance ManagementPerformance Management

• Job Descriptions– Used to establish key metrics for

performance review– Establish areas for improvement– Confirm requirements for next

promotion– Essential functions for ADA

compliance, return to work programs

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Disciplinary Action SupportDisciplinary Action Support

• Job Descriptions– Focus on most important

components– Objective assessment and

discussions– Provides supporting

documentation when action (including termination) is required

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Legal ComplianceLegal Compliance

• Job Descriptions– Establish essential function(ADA)– Audit and litigation support in the

event of hiring discrimination, wage and hour or wrongful termination lawsuits

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How To Write A Good Job DescriptionHow To Write A Good Job Description

• What are the specific duties?• What are the specific skills?• What are the formal training and

education requirements?• What are the physical and environmental

requirements?• What are the interpersonal skills needed?• How is the position supervised?• How is the position classified (exempt or

non exempt)?

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First you must answer these questions by direct knowledge, job analysis, interviews…

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Standard FormatStandard Format

• Job Overview– Title, Department, Reports To, Supervises (if applicable

• Summary– Main Purpose of Job

• Duties– Primary Tasks and Responsibilities – Results to be achieved

• Qualifications– Experience, Education, Certifications and Licenses

• Competencies– Skills, Knowledge and Behaviors

• Environmental, Physical and Mental Requirements– Intelligence, Coordination, Work Conditions, Physical Ability

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Skills, Knowledge and BehaviorSkills, Knowledge and Behavior

• Abilities• Proficiency• Techniques

Skills

• Expertise• Experience• Education

Knowledge • Personal characteristics

• Organizational characteristics

Behavior

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Physical, Mental and Environmental Requirements

Physical, Mental and Environmental Requirements

Mental Requirements General intelligence Motor Coordination Coordination of Feet,

Hands, Eyes Verbal Intelligence Numerical Intelligence

Environmental Requirements Noise Conditions Heat and Cold Injury Exposure Atmospheric Exposure

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Physical Requirements Sitting Pulling/Pushing Standing Carrying/Reaching Climbing Grasping Lifting Walking

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Pay PlansPay Plans

Simple Focused Flexible

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Pay Plan StructurePay Plan Structure

• Low Commission/High Salary • Sales by Individual

(Salesperson)• Profit Sharing (Sales

Managers)• Goal Oriented (Percentage of

meeting a target)

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Questions and AnswersQuestions and Answers

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QUESTIONS?

Contact InformationContact Information

16– KPA CONFIDENTIAL –

The recorded webinar, templates and presentation slides will be emailed to you today including your local representative’s contact information.

www.kpaonline.com

[email protected]

866-356-1735