ROLE DESIGN
CLICK TO ADVANCE
KEY FACTORS IN ROLE DESIGN
SENIORITY
QUALIFICATIONS
REPORTING
RESPONSIBILITIES
SUCCESS
RESOURCES
DIRECT REPORTS
CLICK TO ADVANCE
CLICK ON TO LEARN MORE
KEY FACTORS IN ROLE DESIGN
REMEMBER
Role design centers on the the needs of the organization, site, and team—not with any specific individual in mind. Focus on what the role is meant to accomplish when designing it
SENIORITY
QUALIFICATIONS
REPORTING
RESPONSIBILITIES
SUCCESS
RESOURCES
DIRECT REPORTS
CLICK TO ADVANCE
ADJUSTING ROLES OVER TIME
Managers may find that changing organizational priorities causes the need for roles to evolve over time.
Keep in mind:
Shifting workstreams and priorities at a different level is not acceptable.
Shifting workstreams and priorities at the same level is normal and acceptable.
Details
Details
CLICK TO ADVANCE
Note: Managers should use each performance evaluation cycle as an opportunity to review and update direct reports' JDs and ensure all parties have a common understanding of the role and expectations.
JOB REVIEW PROCESS
PURPOSE
Ensure a consistent process for reviewing existing jobs
SCOPE
Instances when an employee or manager believes the work being conducted in is different from the scope of work described in their job description, including: • Major, non-temporary changes in responsibilities including additions or removals that significantly alter the core nature of the job.
• Changes in reporting structure.
• Adjustments made to meet changing programmatic demands and/or new program requirements.
PROCESS
Process is initiated by employee or manager submitting a Job Review Form to the Workforce Planning Committee
ROLE DESIGN
Andrea Tibbetts
Created on October 14, 2025
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Transcript
ROLE DESIGN
CLICK TO ADVANCE
KEY FACTORS IN ROLE DESIGN
SENIORITY
QUALIFICATIONS
REPORTING
RESPONSIBILITIES
SUCCESS
RESOURCES
DIRECT REPORTS
CLICK TO ADVANCE
CLICK ON TO LEARN MORE
KEY FACTORS IN ROLE DESIGN
REMEMBER
Role design centers on the the needs of the organization, site, and team—not with any specific individual in mind. Focus on what the role is meant to accomplish when designing it
SENIORITY
QUALIFICATIONS
REPORTING
RESPONSIBILITIES
SUCCESS
RESOURCES
DIRECT REPORTS
CLICK TO ADVANCE
ADJUSTING ROLES OVER TIME
Managers may find that changing organizational priorities causes the need for roles to evolve over time.
Keep in mind:
Shifting workstreams and priorities at a different level is not acceptable.
Shifting workstreams and priorities at the same level is normal and acceptable.
Details
Details
CLICK TO ADVANCE
Note: Managers should use each performance evaluation cycle as an opportunity to review and update direct reports' JDs and ensure all parties have a common understanding of the role and expectations.
JOB REVIEW PROCESS
PURPOSE
Ensure a consistent process for reviewing existing jobs
SCOPE
Instances when an employee or manager believes the work being conducted in is different from the scope of work described in their job description, including: • Major, non-temporary changes in responsibilities including additions or removals that significantly alter the core nature of the job. • Changes in reporting structure. • Adjustments made to meet changing programmatic demands and/or new program requirements.
PROCESS
Process is initiated by employee or manager submitting a Job Review Form to the Workforce Planning Committee