Did you realize that job descriptions are the most important human resource tool in your practice? Was your current team a part of developing or revising the job descriptions you are using, and in fact are you really using these job descriptions to plan for the success of your team?
Are you aware that current, accurate, and complete job descriptions can be your strongest legal ally when it comes to facing employment law challenges? Have your job descriptions laid out the expectations so that team members can be held accountable for their performance? Job descriptions are the backbone of performance management in your practice.
- Assess how current job descriptions are interfacing with other HR tools to create effective performance management.
- Troubleshoot previous critical incidents as a learning tool for improving future staff retention.
- Develop new job descriptions using a systematic process of team and management input.
- Initiate annual reminder system for review of job descriptions, solicit team input, and create revised documents.
- Create new job description templates for future use based on workforce plan.
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