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Abolish the Job Description -
Replacing the Job Description with Role Descriptions
Dr Tim Baker
www.winnersatwork.com.au
Aims &
Objectives
Develop KPIs for the increasingly important roles employees
play in the workplace
Learn the process for converting job descriptions to role
descriptions
Understand the value and importance of the non-job roles
employees' play
Legal disclaimer
You are required to complete any other duties deemed relevant by
your manager ....
Performance Management Framework
(Baker, 2009)
Psychological ContractPsychological Contract
Individual Organisation
I offer
I expect
The
organisation
expects
The
organisation
offers
New Employment Relationship Model
Shifting from a
Job focus to a
Performance
focus
Roles people play in
organisations are
more important than
the jobs they do...
The Work People Do
Job Role Non-job Roles
Technical skills
Team role
Skill development role
Innovation &
Continuous
Improvement role
SOURCE: Baker, T. B. (2013) The End of the Performance Review: A New Approach to Appraising
Employee Performance
Positive Mental
Attitude &
Enthusiasm
Job description v Role description
A job description usually define a set of
specific tasks and responsibilities that are
performed by a particular job-holder.
A role description define the job role
(technical tasks) and non-job roles that
employees are expected to perform at work
Positive Mental Attitude &
Enthusiasm Role
Solution-focus
The orientation of looking for solutions to problems rather
than focusing on the problem.
Autonomy
The degree to which employees are able to work without
close supervision.
Positive Energy
The degree to which the employee demonstrates a positive
and cooperative approach towards their work and colleagues.
Team Role
Leadership
The ability to influence others within the team &
organization in a positive way.
Accountability
The degree to which employees accept responsibility
for their own work and the work of others they work
with.
Self-development
Developing oneself is associated with the
commitment to help in carrying out employment
duties now and in the future.
Technical development
Involves individuals planning and making decisions
about education, training, and career choices as well
as developing the right skills and knowledge to do so.
Skill Development Role
Innovation and Continuous Improvement Role
Problem solving and critical thinking
Continuously seeking to identify, define, critically
analyze, and resolve work problems through
researching and testing alternative ideas and
approaches.
Customer responsiveness
Involves the ability to identify, understand, build
relationships with, and adapt to the requirements of
external and internal customers in an appropriate
manner.
Innovation &
Continuous
Improvement
opportunities
Ways to Formulate Role Descriptions
Dynamic duo method
The manager or supervisor chooses two individuals
who perform the same role—for example, two
accounts receivable clerks—to consider the non-job
elements associated with their role.
Team method
The manager or supervisor chooses three or four
individuals, all of whom perform the same role, to
complete the document.
Supervisor–incumbent method
The supervisor or manager works with a single
employee to complete the role documentation.
Single-employee method
The employee completes the document him/herself.
For roles with only one employee, or for a
vacant/new position, this may be the only method
available, but it is not collaborative, and therefore is
the least preferred method.
Which approaches are available to formulate role
descriptions?
SOURCE: Baker, T. B.
(2013) The End of the
Performance Review:
A New Approach to
Appraising
Employee
Performance
You can pre-order my latest book –
The End of the Job Description from
http://www.palgrave.com/page/detai
l/the-end-of-the-job-description-tim-
baker/?isb=9781137581464 or if you
want to convert your job descriptions
to role descriptions contact me at
tim@winnersatwork.com.au
Tim Baker’s latest book, The End of the Job
Description, provides just the ticket for turning
your organization into a great place to work.
 
Professor Marshall Goldsmith I author or
editor of 34 books including the global
bestsellers MOJO and What Got You Here
Won’t Get You There

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Abolish the Job Description

  • 1. Abolish the Job Description - Replacing the Job Description with Role Descriptions Dr Tim Baker www.winnersatwork.com.au
  • 2. Aims & Objectives Develop KPIs for the increasingly important roles employees play in the workplace Learn the process for converting job descriptions to role descriptions Understand the value and importance of the non-job roles employees' play
  • 3.
  • 4. Legal disclaimer You are required to complete any other duties deemed relevant by your manager ....
  • 6. Psychological ContractPsychological Contract Individual Organisation I offer I expect The organisation expects The organisation offers
  • 7. New Employment Relationship Model Shifting from a Job focus to a Performance focus
  • 8. Roles people play in organisations are more important than the jobs they do...
  • 9. The Work People Do Job Role Non-job Roles Technical skills Team role Skill development role Innovation & Continuous Improvement role SOURCE: Baker, T. B. (2013) The End of the Performance Review: A New Approach to Appraising Employee Performance Positive Mental Attitude & Enthusiasm
  • 10.
  • 11. Job description v Role description A job description usually define a set of specific tasks and responsibilities that are performed by a particular job-holder. A role description define the job role (technical tasks) and non-job roles that employees are expected to perform at work
  • 12. Positive Mental Attitude & Enthusiasm Role Solution-focus The orientation of looking for solutions to problems rather than focusing on the problem. Autonomy The degree to which employees are able to work without close supervision. Positive Energy The degree to which the employee demonstrates a positive and cooperative approach towards their work and colleagues.
  • 13. Team Role Leadership The ability to influence others within the team & organization in a positive way. Accountability The degree to which employees accept responsibility for their own work and the work of others they work with.
  • 14. Self-development Developing oneself is associated with the commitment to help in carrying out employment duties now and in the future. Technical development Involves individuals planning and making decisions about education, training, and career choices as well as developing the right skills and knowledge to do so. Skill Development Role
  • 15. Innovation and Continuous Improvement Role Problem solving and critical thinking Continuously seeking to identify, define, critically analyze, and resolve work problems through researching and testing alternative ideas and approaches. Customer responsiveness Involves the ability to identify, understand, build relationships with, and adapt to the requirements of external and internal customers in an appropriate manner.
  • 17.
  • 18. Ways to Formulate Role Descriptions Dynamic duo method The manager or supervisor chooses two individuals who perform the same role—for example, two accounts receivable clerks—to consider the non-job elements associated with their role. Team method The manager or supervisor chooses three or four individuals, all of whom perform the same role, to complete the document.
  • 19. Supervisor–incumbent method The supervisor or manager works with a single employee to complete the role documentation. Single-employee method The employee completes the document him/herself. For roles with only one employee, or for a vacant/new position, this may be the only method available, but it is not collaborative, and therefore is the least preferred method. Which approaches are available to formulate role descriptions?
  • 20. SOURCE: Baker, T. B. (2013) The End of the Performance Review: A New Approach to Appraising Employee Performance
  • 21. You can pre-order my latest book – The End of the Job Description from http://www.palgrave.com/page/detai l/the-end-of-the-job-description-tim- baker/?isb=9781137581464 or if you want to convert your job descriptions to role descriptions contact me at tim@winnersatwork.com.au Tim Baker’s latest book, The End of the Job Description, provides just the ticket for turning your organization into a great place to work.   Professor Marshall Goldsmith I author or editor of 34 books including the global bestsellers MOJO and What Got You Here Won’t Get You There

Editor's Notes

  1. Workplace culture is a product of the employment relationship.