SHOW & CHAPTER 12: PROCESS BASED POSITIONS - WILLIAM EASTMAN

Much has been written and available about the necessity for position descriptions and what is the right format. Here is the difference we bring to the feast - the most important element of position descriptions is it must be process based. 

Show Objective
Given a complete set of process maps and standard operating procedures, you will create a position description that is challenging, accurate, and enables job fit - right person in right role.

EPISODE 53: Summary
Most businesses create organizational charts and write descriptions based on the function. You work in finance or service and describe the job within a silo; we know different. All businesses are processed based, which leads to a different orientation to work. Instead of fumbled handoffs between departments, everyone is focused on making things better and faster than the competition, which leads to higher quality and better margins.

Based on your work building value maps of each process and then creating SOPs (Standard Operating Procedures) each position is nothing more than a list of those responsibilities. This is essential in smaller businesses that cannot afford over staffing, defects, and poor margins.
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EPISODE 54: Visual Presentation of the Position
Most people thing a position position is nothing more than a form and its format didn't matter. Well I have a very different view. I have spent many years trying to tap into 'discretionary' performance that is available when the right job conditions are present.

Our design of position descriptions is part of that mindset, to define the job in a way that not just accuratly defines the job, but challenges them to grow.

Topics:

• Task Identity
  • Part of a process, the job has a beginning and end, a scope
  • Ability to experience an end result
• Task Sigificance
  • How meaningful is the work, how does it contribute, a purpose
    • Company, Department, Individual Goals & Objectives

EPISODE 55: A Collection of SOP's
This is the other requirement for creating accurate and challenging descriptions. This section is about accuracy - excatly what process, steps, and tasks are part of the position.

Topics:

• Responsibility
  • Which tasks are part of the job
• Authority
  • How much control does the individual have over the assigned tasks
• Task Variety
  • Challenging which requires growth

EPISODE 56: Identifying the Right Job Fit
Now that we have addressed challenging work and position accuracy, now its time to identify what is required to put the right person in the right role.

Topics:

• Knowledge
  • What must you know to successfuly perform, can be expressed in education level 
• Experience
  • How much time is required to achieve average levels of proficiency
• Skills
  • What behvior do you expect to see when successfuly competing task; if you were to test their ability
• Certifications
  • Alternative to knowledge and skills, most certification require a demonstration
• Attributes
  • What personal characteristics are required to be successful in the role

Next Show/Chapter 16: People In The Game

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