Using Job Models for:
- Performance Reviews
- Career Development
- Training
Job Models provide extraordinary clarity. That’s why we call them “operational job descriptions.”
…they show you and the employee how to perform the job. You can use the job model to :
Conduct Performance Reviews
Looking at the job model, start with the outputs, and ask questions about how many, how well, were produced. Then look at consequences. If these two parts are OK, then the performance is OK. If outputs or consequences need improvement, look to the other parts of the job model to find the root cause of the problem.
Coach on Career Development
Use different job models to show workers where they can move to the next step. Give them an output from a “higher level” job and have them learn to do it, using the various inputs, conditions, process steps, and feedback.
Provide Training
When training employees, use the job model to keep it organized. Focus on an output, and then show the inputs used (and how to get them), the conditions (rules/policies/procedures/laws to be followed), the process steps, and then the communications loop (feedback) for knowing they are doing well and the consequences, which is the impact or benefit to them and the organization. They keep the model, and consult it in the future. You move on to the next output, and continue the cycle.