The basis for a good job description is the Job Scorecard – the theoretical definition of an A Player. The Job Scorecard is not only the blueprint for your hiring process. The Job Scorecard serves as a continuous improvement tool during the ongoing learning process. In this series of episodes, we share our experiences and best practices, which we have gained during implementation projects.
Episode #1: Structure the Job Scorecard … and with it the employee development interview
What aspects need to be considered when deciding on using the Job Scorecard during the development interviews? The goal is to provide a scorecard that is well structured, provides clear expectations and is understood by all parties. Get started with defining the categories to be included in the scorecard.
The default Job Scorecard includes the following categories:
- VALUES :: Living Our Core Values
- RESPONSIBILITIES :: Key Responsibilities
- BEHAVIOR :: Leadership and Expected Behavior
- KNOWLEDGE :: Knowledge and Technical Skills
- KEY RESULTS :: Expected Outcome (KPIs)
Go through the default categories and consider whether the category is needed, whether the order fits and whether the term is understood correctly. Using the example of “Living Our Core Values” – has your company defined core values? Are the core values known to all employees and are the core values lived out by the teams? If not, deactivate the core values for now and add them to the scorecard at a later time.
Do you need additional categories? Examples from the Personal Scorecard are:
- DREAMS :: Things I Dream Of
- STOP DOING :: Stop Doing List
There is just one more thing you should set up before you start creating the first role description. How long should the interval between interviews be? The scorecard can be used monthy, quarterly, annually or whenever you need to have a conversation with your people.
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