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Using a Job Description as a Multifaceted Tool at Your Firm

Effectively developed employee job descriptions summarize the roles and responsibilities of each team member in your firm providing them with the foundation needed to reach desired goals and outcomes.

We outlined the components job descriptions should include in our blog, “Learn why Job Descriptions are Essential for Overall Effectiveness at Your Firm.” https://aeschlapia.wordpress.com/2012/03/30/learn-why-job-descriptions-are-essential-for-overall-effectiveness-at-your-firm/

Understanding each component and realizing their value will aide you in modifying and updating job descriptions by:

  • Establishing the role that each position plays in attaining overall firm goals
  • Determining how critical each job is
  • Deciding how positions in your firm interact with one another
  • Defining current employee roles and identifying the characteristics and skill base needed
  • Attracting qualified new candidates and aide in hiring
  • Evaluating performance accurately based on the expectations of the position

A job description needs to provide a positive impact fostering consistency and clarity for everyone involved.  Creating, reviewing and updating job descriptions should be included in your overall business strategy.

Using Job Descriptions as a Multifaceted Management Tool

Although job descriptions are utilized as a valuable hiring tool, a well-crafted job description should be used as a communication tool and a means to review other workplace functions such as:

  • Performance management:  Set measurable and attainable performance goals      based on the duties included in the job description.
  • Training and team development:  Review each job description      for areas that can be used in training and team development workshops.
  • Salary:Outline a compensation program that shows      minimums and maximums for each position in your firm.  Doing so will demonstrate growth      potential for your team member resulting in increased production, loyalty      and overall job satisfaction.    
  • Incentive Plans:  Use your job descriptions as      a baseline for salary;  include      incentives and rewards for employee’s performance levels that go above and      beyond.  
  • Discipline:  If an employee is not meeting      the requirements set forth in the job description, schedule a meeting to review      the requirements and focus on areas to aide them in      achieving goals effectively.

Flexibility is the key when it comes to creating and modifying job descriptions.  Consider creating broad-based descriptions utilizing attachments which delve into the specific tasks required of each employee.  A more generic job description is easier to maintain and won’t require a complete modification as minor changes that takes place.

How often do you use or refer to the job descriptions at your firm?  I’m curious?

Contact us for assistance in developing job descriptions that can be used as a multifaceted tool at your firm.

Follow us as we explore each of Ironstone’s Fundamental 4™!

  • Strategic Planning
  • Business Development
  • Operational Effectiveness
  • The Human Element

You won’t want to miss our next in the series:  Strategic Planning-Business Plan

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Learn Why Job Descriptions Are Essential For Overall Effectiveness At Your Firm

Learn Why Job Descriptions Are Essential For Overall Effectiveness At Your Firm

Updating and writing job descriptions are one of the most effective employee communication tools for managers, hr personnel, and prospective employees.  Job descriptions are beneficial to both an employee and your firm.    Employees will understand what is expected of them and how they will be evaluated.

A job description provides consistency and clarity for everyone involved.

Creating job descriptions results in a thought process that will help your firm:

  • Establish the role that each position plays in attaining the overall firm goals
  • Determine how critical each job is
  • Decide how positions relate to each other in the firm
  • Define current employee roles and identify the characteristics and skill base needed
  • Attract qualified new candidates and aide in hiring
  • Evaluate performance accurately based on the expectations of the position

Each job description should include the following components:

  • Job Title
  • A summary statement– two or three sentences describing and summarizing the purpose or objective of the position.
  • Functions and responsibilities of the position- details of what the job entails. Include details about all roles the employee will hold including any supervisory roles and the reporting structure. An important feature to include in a job description is “other duties as assigned.”   By including this in a job description, the employer can add new tasks when the need arises.
  • Skills and qualifications- list the required attributes and education needed for the position & insights into how they match the culture of your organization.
  • Evaluation methods- identify what is most important for the employee and the organization.  Include details on when evaluations will take place.
  • Compensation- provide a concise view of how the employee will be compensated broken down into base salary, benefits, and other investments in the employee such as training. Listing a range instead of a specific figure will give you more flexibility.  If applicable, include information about how employees are eligible for advancement within the range, sales commissions, bonuses, and annual raises.
  • Work Location and Schedule- include the physical location, days & hours, vacation and/or PTO structure, & potential overtime that may be required.
  • Employment type- full-time / part-time, temporary, employee, or contractor.

Ironstone will help you develop quality job descriptions and identify important gaps that you may be missing in each description.  We will collaborate with you, and execute a solution to help you get the results you are looking for.  We will work with you in creating detailed goals that go deeper than the surface.

Do you value  clear, up-to-date job descriptions at your company? How is your current system working?   We want to hear from you!   Let us know!  Contact us for assistance in starting and improving your firm’s job descriptions. 

Follow us as we explore each of Ironstone’s Fundamental 4™!

  • Strategic Planning
  • Business Development
  • Operational Effectiveness
  • The Human Element

You won’t want to miss our next in the series:  Strategic Planning-Incentive Plans!