We do a lot of consulting work
with businesses,

and we run
into two kinds of businesses:

those who have job descriptions,
but nobody ever looks at them,

and then those
who don't have job descriptions

and think they should.

So let me give you some ideas

for how to build a dynamic, useful,
effective job description.

It should have five components;
they're very simple.

Number one
is it should have a title.

And the purpose for a title
for the job is so that people

from the outside world
know how to relate to you.

And so think
about what's the best title

for the outside world
to connect with us.

It's not about status.

It's not about prestige.

It's about how you
can build quick rapport

with people on the outside.

Number two, a good job description
tells you who you answer to.

It's amazing
how many entrepreneurial businesses,

you ask people who their boss is,

and they don't know exactly
to say who supervises them.

So it clearly identifies
who the supervisor is.

The third part
of a good job description

is that it has a brief summary
of why the job exists.

It really answers the question,
this job--

or it completes the sentence:
This job exists to--.

And then in 1 or 2 sentences,
it describes why the job exists,

not the person, but the job.

Number four,
what are the key results

that reflect superior performance
in this job.

So a great position description--

and this is where
a lot of companies miss it,

they list all the activities,
all the tasks,

the responsibilities,
and accountabilities.

Focus on what are the key results

that reflect superior performance
in this job.

And then you can put the activities
as bullets

underneath those points

if you'd like.

But every job should have three,

or four, or five key results 
that result in superior performance.

And then number five, last of all,

what are
the minimum qualifications,

the absolute minimums,
for somebody to be in this job?

So if they don't have these,
they don't qualify.

So for instance,
if it's a nursing job,

they have to have
a nursing degree,

or if it's a CPA,
or if it's a CFO,

maybe they have to have
a college degree,

but what are
the minimum qualifications?

So, if you cover
those five things,

and do it
in no more than two pages:

What is the job title?

Who do they answer to?

What's the basic
or the summary description of the job?

What are the key results
that reflect superior performance?

And what are
the absolute minimums required

for somebody to be in this job?

That's a great position description
that will get used over

and over and over again
to guide a person's performance.

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