Lincoln Financial Group implemented a new job description management tool to address risks from inconsistent job descriptions. The tool provides a central repository for all job descriptions, simplifies the template, and automates the approval workflow. These changes reduced the time to create and approve new job descriptions from days to minutes. The tool helped Lincoln create 200 new job descriptions in two months.

1. Managing Risk By Managing Job Descriptions
About Scott McCloskey
Sr. Compensation Manager
Scott McCloskey is the Sr. Compensation Manager for Lincoln
Financial Group. In this role, he is responsible for the design,
planning and administration of all employee compensation
programs including salary, merit, short term incentives as well
as long term incentives. He has also lead the project for Total
Rewards Statement creation, design and mailing.
Scott joined Lincoln in 2007 from ARAMARK Corporation where
he most recently served as the manager of shareholder services.
He has more than 10 years of experience in all aspects of
compensation and stock plan administration.
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2. Managing Risk by Managing Job
Descriptions
The Lincoln Financial Group Story
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3. Lincoln Financial Group
• Fortune 500 Financial Services Company
– Life
– Annuities
– Group Protection
– Retirement Plan Services
• 8,000 US based employees
• $10 Billion in annual earnings
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4. Legacy State of Job Descriptions
• Each Business Unit had their own template for job descriptions
– Templates were so different we were not able to ‘convert’ any of them
• No repository for job descriptions
– HR Business Partners
– Compensation
– Recruiting
• Challenges in creating, editing & updating job description template
(Microsoft Word)
• Concerns over ‘rubber stamping’ job description approvals
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5. Business Problem
• Our catalyst for changing the way we were managing job
descriptions?
– Too many job description formats
– Concerns over where job descriptions are housed
• Our needs?
– Compliance
– Consistency across the enterprise
• Proactive steps by Lincoln to prevent issues with regulatory
agencies, as well as clean up our recruiting templates
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6. Key Priorities
• Why we chose the Job Description solution we did?
Only solution that met our 3 key priorities
• Workflow
– Needed ability for Managers and HR to easily submit, review and
approve job descriptions
• Repository
– Single place for all job descriptions to be housed
• Search Capabilities
– Make it easy for managers to find job their job descriptions for
review and updating
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7. The Right Tool Solution
• Our new Job Description Tool has decreased risk while increasing
efficiency
– Given us a repository for all job descriptions
– Reduced the time from job description creation to approval
– Allowed us to simplify our job description template
– Allowed us to identify changes necessary to our workflow
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8. Browse, Filter and Search Job Descriptions
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9. View/Track/Approve Changes
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10. Manage Workflow Process
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11. Implementing The Solution
• No one liked current process: Leadership, Managers, HR,
Compensation
• Project team – Compensation and HR Project Management
• Ran a pilot with key stakeholders: managers, HR, recruiting
• Held training session for HR Business Partners, Recruiting and
Managers
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12. Benefits
• Workflow
– Other solutions we considered did not offer such a robust workflow
• Search & Help Features
– Managers don’t know where to begin when creating job description
– Search and Help provides direction in creating job description
• Ease of use
– If its not intuitive, managers will not use the solution
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13. Results
All of our job descriptions…
• Are now in 1 central place
• In 1 consistent format for the entire enterprise
• Creation time has been reduced from days and hours to minutes
HRTMS Jobs has allowed us…
• To create 200 new jobs in 2 months
• To identify weaknesses in our workflow
• Modify our workflow to address weaknesses
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14. Lessons Learned
• Recognize the need for change
• Get buy-in from Leadership
– Show them the risks, if necessary
• Socialize any change with key stakeholders
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15. Future Enhancements for Lincoln
Financial Group
• Integrate HRTMS Jobs with new HRIS System
• Integrate HRTMS Jobs with new Recruiting System
• Add a “Market Pricing Required” Indicator
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16. Questions for the Panelists?
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17. How to Contact Us
Scott McCloskey
Scott.McCloskey@lfg.com
Don Berman
don@hrtms.com
Bill Rost
brost@hrtms.com
919.351.JOBS (5627)
www.hrtms.com
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