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• Serve as an effective tool for employee orientation to specific position duties and parameters.
• Establish a training checklist for new hires or incumbent job changes.
• Provide a point-by-point quality of work itemization for performance appraisals and ongoing performance management.
• Document position goals and performance standards.
• Protect the firm from legal risks through written documentation of position requirements. Establish ADA and EEOC parameters.
• Benchmark the position for accurate compensation scale review.
• Facilitate a merit-based compensation system by clearly identifying distinguishing characteristics between positions and position levels.
• Communicate recruitment parameters to safeguard the hiring process.
• Manage legal risks in employment law by comprehensively documenting the position requirements and performance requirements.
• Allow team members to measure their own performances between formal performance appraisals.
• Establish individual accountability.
• Internally market the position to each relevant team member through controlled terminology and quick communication of the key importances and contributions of the position.
• Enhance the perception of training and thereby minimize relevant turnover.
• Validate the need for pre-employment testing/screening toward legal risk management.
• Protect team members not selected for promotion from failure to understand selection decisions. Protect the company from challenged decisions.
• Assist supervisors with the performance appraisal system by providing written reminders of the goals and expectations actually communicated to the team members.
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