1. Performance management job description
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This type of job description must include the standard with which you'll measure the employee.
For example, a sales representative must make at least 5 calls to customers on a daily basis, after which he must record them on a weekly call sheet.
4 calls won't be enough to complete the call cycle, and more than 5 may indicate that the employee isn't spending enough time on the phone to build strong relationships.
2. Evaluating job descriptions
You can use external consultants to advise you on the job-grading system, as well as provide you with what information to include.
What job grading does is it measures jobs across the company or across entire industries.
What this does is it allows you to be fair in your remuneration and benefits of jobs throughout your company, through comparing salaries between companies.
This can help you to effectively assess equal work for equal pay.
NOTE: If there are any differences in pay, you must ensure that they are not due to race, gender, disability or any other grounds which will amount to unfair discrimination in the workplace.
*to learn what the third job description is, simply page over to chapter J 02
in your Practical Guide to Human Resources Management
handbook, or click here
if you don't have it already.
PS: Here you can also find a checklist on how to use job descriptions to assess work of equal value, as according to the Employment Equity Act,
so as to avoid unfair discrimination in the workplace.