ROLE DESIGN

ROLE DESIGN

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KEY FACTORS IN ROLE DESIGN

SENIORITY

QUALIFICATIONS

REPORTING

RESPONSIBILITIES

SUCCESS

RESOURCES

DIRECT REPORTS

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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

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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

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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