Job Model Users Guide

Guide to Using Job Models at Work

Traditional Job descriptions have been around for decades.  They have generally proven to be of little value for work implementation, improvement and management.  They exist, but are usually kept out of sight in most organizations.

Job models are very different from job descriptions, in their purpose and in their uses.

Traditional job descriptions first appeared in the 1940’s –so last century!—to ensure that dissimilar jobs could be compared for compensation purposes.  The format and the elements were designed to provide input to a grading system—for pay grades.

Over the decades only minor changes were made to job descriptions—but needs of workers and managers,  and the relationship between them,  has changed substantially.  Not only did managers and workers both need to understand what work was to be done, but job holders wanted to be coached and trained on how to do the job.  Furthermore, litigation caused a need for regular performance evaluations, and hiring needed to comply with various state and federal regulations.   Today, work changes are common and need to be made quickly.  An improved job description is certainly needed.

Enter job models!

Using this innovative way to understand work using the Language of Work Proforma, job models are operational…that is, they clearly provide the tangible deliverables for every job…. and all the steps needed to perform the job, among other features.

When you have completed modeling your job or others in your organization, a complimentary electronic copy of the Job Model Users Guide will be included.