Janet,
This is great Janet. Now how will you measure them on the "excel" and outstanding go beyond expectations metric? Maybe we should let our staff know that we see them as a source of innovation and creative problem solving and measure and reward them on that basis also. And build that into a job description. Thanks, Susan
Dr. Susan Schulz
Dr. Schulz,
I believe that the essentials components of a job descrition will include the persons job title, who they will report to, a summary of the job they will be performing, as well a detailed list of their essential functions in the role they are filling. This ensures that they understand what is expected of them in that role. In addition, if there are any supervisory responsibilties with the position, they need to be clearly delineated in the job description. A list of the core competencies of the position so the person knows what they will be evaluated on annually.
MIRIAM,
We agree. Each employee needs to know the mission of their job. Why are they doing what they are doing and how does it fit into the organization goals? We think that prioritizing is also essential. Each person on staff has to understand what is a priority in terms of what has to get done each day. Most important, your staff needs to know to put the student first. As in every business - it is all about customer service. Thanks, Susan
Dr. Susan Schulz
Is very interesting questions. First the employee need to understand and be compromise with the institution and the mission of it. The roles of the job description need to be more than they do it and responsibilities of the work can be done. Finally when were evaluate about the work of all the year you can meet the expectations of the work plan.
Great image. Reminds us all to engage our staff and invite them to be creative and share even what seems like wild ideas. Our employees have answers to most issues. We just need to ask them@ Susan
We like to think it helps to find the right candidates however, sometimes it is hard to measure. The real impact comes at the second part of your question. With some advance notice, staff and faculty become more motivated to pitch in and help. I liken it to solitary confinement... if you are kept in the dark, you are likely to walk into a few walls!
Very creative and forward thinking,Dwayne. With this strategy do you find it easier to hire the right people? And do they stay and contribute by working within this environment. Thanks, Susan
All the components (title, supervisor, duties, etc.) are important. However, I write job descriptions with a focus on communication. Bullet points don't quite cut it. I use job descriptions to communicate to the applicant or new hire all duties and responsibilities of the position, evauluation objectives and timelines, HR resources and a little insight as to where I expect the position and institution to be heading in the future. I have found that giving a little peek into the future for the position and the institution provide a lot of inspiration and motivation. A lot for a little...I'll take that any day!
Interesting point. Most career school students don't exactly fit the mold. Many have no work experience so have to deal with that challenge. Or little work ethic or employment skills. So a school placement department has to be pro active and creative. Thanks, Susan
A good idea, a pro-active school placement department might find a fit for someone not fitting the exact job description.
This is great, Karen. Many companies don't provide enough information about the job and where the person fits in on the org chart. As I read your comments it makes me think that the school placement department has to be pro-active. You might have to help the employer fill in the blanks by giving them a work sheet to describe the job and list the job duties, reporting order, qualifications, and more. The process itself is so important because it allows you to know more about the company and helps to establish a relationship with you and the hiring decision maker. And you can train grads to ask questions about the job by giving them sample and formatted job descriptions. Great question. Thanks, Susan
First and foremost -- "if you don't know, ask" so that questions are answered truthfully and professionally.
An overall description of the specific job and it's place in the company's organizational chart.
The expectations as to adhering to the dress codes, language, deportment to represent the image of the company,
Decision making limitations and chain of command.
In small organizations, often there are overlapping responsibilities which require cross-training and in which jobs trade off and cover more than one job during sickness, vacations, lunch hours, etc. would be part of the job description.
Hi Robert, Good thinking about job descriptions. You might want to add the kind of results you are expecting. Also who the person relates to or works with at the school. Once you do this you might want to also look at the job responsibilities of everyone else on the team. Is there overlap? Duplication? Can anything be eliminated? It is always interesting when looking at org charts and job descriptions. thanks, Susan
I believe that the job description should include
* Overall position description with general areas of responsibility listed,
* Major responsibility rolls are to be emphasized
* Essential functions of the job described with a couple of examples of each,
* Required knowledge, skills, and abilities,
* Required education and experience,
* A description of the work environment.
If all the roles are defined clearly in the job description than there is no way that they will have an excuse of not meeting the expectations.
Hi Kristen, Glad the course has been helpful. Running a school with few on staff is always a challenge. But you can all be cross trained. And you are right - pay attention to each person's strengths - what they do best. Then they can teach the others as well. And certainly look for where work is being duplicated. And even work that may not have to be done at all!! Thanks, Susan
HI Kristin, While you are small this is a perfect time to get your org chart and policies and procedures in perfect condition. Once you are busy with lots of students and related issues you will not have time. While small it is important to build a very strong foundation. A solid foundation is the only way it is possible to grow. For now, perhaps you can benefit from cross training. My guess is everyone is called on to do everything! Good luck, Susan
THE SCHOOL ONLY HOLD A MAXIMUM OF 25 STUDENTS AT THIS POINT SO THE JOB THE HATS ARE NOT TO BURDENED, BUT AS WE GROW ,i will need more staff, and that is in the works .We do share work with our main headqaurters but many changes are being made to make us more independant including adding some very specific staff in key positions to help us move forward. Yes following up and my placement charts are in the works and my statistics are not substandard to accreditation. But i agree 100% a person to just focus on students follow and placement would be a great addition.
it formalizes the infrastructure and destiguishes a way to get work done , i think it also helps to organize the work needed to be done , by using peoples attributes . like for example are small school needs an organizational picture so we dont double up work. so we can share work more effectively . i am not at all well veresed in secretary like duties where my partner is very organized and enjoys it. I have learned so much from this course and printed it all out and put it in a file so i can keep referring back to it.
Sounds very challening Kristen. We recommend that the maximum number of key positions one person can hold is only 2. And that's a lot. Students enroll in your school to get training to get a job. That obligates you to offer the best training, provide the best student servicing, including placement, and have great operations and policies and procedures in place. In addition, to keep your school going you need a great admissions team. Right now, key positions to achieve these results, are being handled by very few people at your school.Something is going to suffer. And my guess is it will be the students. And then the school. If students are not successful and if grads don't get jobs, you'll have issues with your regulatory bodies. And your enrollment will fall. Some things to think about it. Susan
since we are a small staff and are in the process of planning and transformation we are sharing some hats, i am the director of education i handle and manage my sales reps, and help with marketing and admissions, kathy is my recruitor and adminstrating staff as well as a teacher part time.i am also the director of student services dealing with complaint policies and procedures as well as placement.bookeeping is an outsource at our headqaurters but may soon a=have to be integrated which i will need a staff person for.i have a two peopel training to take over part time teaching so we can reorganize and facilitate thing more comfortably . all of our staff memeber are taking courses as we speaking and being reevaluated to move up the ladder and get ready for growth.
