Step#1: Define the job title
You should define the job title in a concise manner, and only allow the employee to use job titles which the company approves.
Step#2: Clearly explain the purpose of the position
Here, you should briefly explain why the position exists within the company so as to create context within the bigger picture.
The purpose statement should be one sentence which clearly sets out the functions and the outcomes of the position.
Step#3: Identify key job responsibilities
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These are general statements of the work the employee is responsible for.
Key Responsibility Areas (KRAs) refer to areas you deal with.
They should be short statements in the past tense so as to give the impression of achievements and not mere ongoing activities.
Step#4: Create specific outcomes so as to achieve the KRAs
KRAs must describe what the employee is expected to deliver. And you should, through the performance contract's measurement tools, assess the employee's competence.
Step#5: Create grounds which show evidence of competence
This 'evidence of competence' refers to the desired level of performance you require of the employee in order to achieve his objectives.
NOTE: The more evidence of competence you provide, the easier it'll be to conduct a performance review.
*To learn what the other 3 steps are, as well as many more details regarding the first 5, simply page over to chapter J 01
in your Practical Guide to Human Resources Management
Alternatively, click here.