Position Management

Position management is the process of assuring that your organization and positions are structured efficiently and economically. A carefully designed position structure is one which blends the skills and assignments of employees with the goal of successfully carrying out the organization’s mission. The primary objective in assigning duties and responsibilities to individual positions is to provide the basis for orderly, efficient, and economical accomplishment of the work of your organization.

The best job descriptions do not limit your employees, but rather, cause them to stretch their experience, grow their skills, and develop their ability to contribute within your organization.

The process of developing a position description helps you articulate the most important outcomes you need from an employee performing a particular job.  A well-written position description clearly identifies the responsibilities for a specific job and tells your employee where their position fits within their organizational unit and the company.

Job descriptions are written statements that describe the duties, responsibilities, contributions and outcomes needed from the position, qualifications, and reporting relationships.

An effective position description is used for many purposes, including:

• Defining expectations
• Evaluating performance
• Developing performance plans and setting goals and objectives
• Defending employment decisions
• Recruiting and evaluating candidates

Workplace Dynamics will work with you to ensure that you have clear work unit and company goals.  We will provide you with a job analysis questionnaire (JAQ) to identify and organize important information about the position functions and qualifications.  Our JAQ will help you to think about the essential and secondary responsibilities and their associated duties and tasks, including the estimated time needed to implement them. It also will help you to examine the new or redesigned position within the context of other positions, define the key organizational relationships, identify the type and level of accountability, and describe the working conditions.