Benchmarking a position can improve revenue through higher performance of personnel. LifeThrive's (www.lifethrive.com) Chuck Coker shares five steps which will help you make your company thrive. By benchmarking a job, you will learn to qualify key accountabilities and prioritize them for business team development.

1. Benchmarking
Your Position
Charles W. Coker, PhD, SPHR

2. Why Benchmark a Job?
 Top performers in another company could end
up being only average in your company.
 Are you working with “A”, “B”, or “C” teams?
 Personality Contest?
 Mastery of skills not needed for superior job
performance could be included as requirements
for biased people.
 Positions today require more of the
“intangibles” for performance.

3. Why Benchmark a Job?
 Position is not as complex as an individual.
 Individuals have more variables than a job.
 Position can be measured more easily.
 We can define specifically how the job
SHOULD be done.

4. The Power of Benchmarking
 America’s largest prepaid cell phone call center
reduced their turnover 70% in 180 days.
Savings: $595,000!
 Regional Lumber – Hardware distribution
company reduced their turnover 53% in 12
months.
Savings: $485,000!

5. The Power of Benchmarking
 Improved call center productivity reducing hold
time 65%. Reduced staffing by 15%.
Annual Savings: $285,000!
 Improved revenues through higher performance
of personnel by 31%.
Increased Production: $2,912,000!

6. Session #1
Preparation for position Benchmarking

7. Benchmarking a Job
Step #1
 Define the position with a concise job
description
 Responsibilities
 Tasks
 Education
 Abilities

8. Benchmarking a Job
Step #2
 Identify Stakeholders and Subject Matter
Experts
 Review the job description
 Define the accuracy
 Make any changes appropriate

9. Benchmarking a Job
Step #3
 Define the Key Accountabilities
 Each SME writes 3 reasons why the job exists. (No
tasks please!)
 Make sure it is a concise statement that defines a specific
and measurable outcome the job must achieve.
 Categorize the reasons
 Develop a statement that covers each category

10. Benchmarking a Job
Step #4
 Prioritize and Quantify Key Accountabilities
(make sure each accountability is measurable)
 Rank in order of performance necessary.
 Prioritize them from 1 – 5 with 1 as highest priority.
 These priorities should consume 80% (32 hours) of
the work week.
 Identify how many hours per week each key
accountability demands.

11. Benchmarking a Job
Step # 5
 Respond to the TriMetrix Job Report
Questionnaire on line.
 92 Attribute questions
 24 Reward/Culture questions
 14 Behavioral questions
 Respond in this fashion: “If the job could talk,
what would it say about itself?”

12. Session #2
Review of position Benchmarking
&
Setting the Benchmark

13. Setting The Benchmark
Step #1
 Multi-Respondent Job Plus Report
 Attributes
 Rewards Culture
 Behaviors

14. Setting The Benchmark
Step #2
 Subject Matter Experts discuss results
 Attributes
 Determine realistic score
 Rewards Culture
 Determine realistic score
 Behavior
 Determine realistic score

15. Setting The Benchmark
Step #3
 Finalize TriMetrix Job Report
 Determine ranges for hiring.
 Determine training needs for process
improvement.