Reconceptualize Job Descriptions
Download our research to learn how to write job descriptions and design processes that encourage rather than inhibit regular updates.
- The high level of detail in job descriptions and lengthy approval processes are incongruent with today’s dynamic work environment.
- Out-of-date, incomplete, or vague job responsibilities and descriptions lead to confusion, employee disengagement, increased risk in labor litigation, and perpetuate subjective talent practices.
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Speak With An Analyst.
- Get on-demand project support
- Get advice, coaching, and insight at key project milestones
- Go through a Guided Implementation to help you get through your project
Our Advice
Critical Insight
- Job descriptions are not used because they’re out of date, but they’re out of date because they’re not used. To transform them into living documents that are regularly used (and not merely stored until job ads need to be created), both the templates and the process need to be simplified and the descriptions need to be integrated into multiple HR programs.
Impact and Result
- Use McLean & Company’s process to select and tailor the right type of template(s) for your organization.
- Simplify the process to ease the burden of creating, updating, and maintaining job descriptions for all key players.
- Turn job descriptions into living documents that managers, HR, and employees find value in.
About McLean & Company
McLean & Company is an HR research and advisory firm providing practical solutions to human resources challenges via executable research, tools, diagnostics, and advisory services that have a clear and measurable impact on your business.
What Is a Blueprint?
A blueprint is designed to be a roadmap, containing a methodology and the tools and templates you need to solve your HR problems.
Each blueprint can be accompanied by a Guided Implementation that provides you access to our world-class analysts to help you get through the project.
Need Extra Help?
Speak With An Analyst
Get the help you need in this 3-phase advisory process. You'll receive 7 touchpoints with our researchers, all included in your membership.
Guided Implementation 1: Establish a multi-purpose template
- Call 1: Discuss and evaluate your existing job descriptions and job description templates.
- Call 2: Identify ways to integrate job descriptions into HR functions that make sense for your organization.
- Call 3: Review your job description template design.
Guided Implementation 2: Develop a process for creating and updating job descriptions
- Call 1: Discuss common process pitfalls and strategies to avoid them.
- Call 2: Review your job description update and creation process.
Guided Implementation 3: Train stakeholders and implement the process
- Call 1: Review your Job Description Writing Guide.
- Call 2: Discuss your launch plan and review your Job Description Launch Deck.
Contributors
- Tim Baker, Human Resources Consultant, Winners-at-Work
- Don Berman, Principal & VP of Professional Services, HRTMS
- Joel de los Santos, Compensation Expert, Bayer
- Ainsley Desautels, HR Consultant, Credit Union Central of Manitoba Ltd.
- Scott Elder, Human Resources Manager, Hastings Prince Edward Public Health
- Candace Funk, Job Evaluation Specialist, University of Manitoba
- Mathew Sebastian, Human Resource Specialist – Compensation, University of Ontario Institute of Technology (UOIT)
- Stella Strickland, Job Description Facilitator, Government of Nova Scotia
- Mary Whitney Thuell, Founding Member, Legacy Law Firm PLLC
Develop a Job Architecture Framework
Create a Job Worth Hierarchy
Reconceptualize Job Descriptions
