1. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Best/Next Practices in Job Description Design & Management About Don Berman Professional Services Leader - HRTMS  Since 1989, Don Berman has spearheaded the introduction and adoption HR and talent management applications and technology driven best practices at large and mid-sized companies throughout the U.S. As co- founder and Professional Services Lead, Don has helped guide HRTMS Talent Management solutions toward a new Job Description-centric model that resulted in JDXpert-the leader in Job Description Management.

2. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Best/Next Practices in Job Description Design & Management presented by Don Berman

3. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Why Managing Job Descriptions Is the Single Most Critical Issue for Strategic HR A clear understanding of the Job is Required to: Recruit the right people Evaluate employee productivity & performance Protect your company from regulatory sanction FLSA, ADA, Equal Pay Identify and retain top performers Identify and manage bottom performers Benchmark/Evaluate jobs to compensate employees fairly Develop an equitable salary structure Protect your future with effective succession plans Motivate employees with engaging Career Paths Identify Employee Training Gaps

4. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Are Your Job Descriptions Ignored?

5. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Why Job Descriptions Lag Behind People think of them as documents/paper No one person can complete them – HR knows how to write them – Comp/Compliance have concerns – Managers/Stakeholders know the details of the job Few People responsible for Many JDs People don’t know where to start – Especially for new Jobs – Lack of content No Structured way to go about it – Different formats/focus Everything else is more important – Recruiting, Performance Reviews, Compensation, Market Pricing Despite the fact that none of these can be done well without an effective Job Description

6. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Job Data Central to HR/Talent Management A Robust up-to-date job description repository can ensure that all aspects of your HR and talent management activities are reading from the same hymn book. So the top talent you hire, thrive and produce to grow your business while insuring compliance with regulatory bodies. Job Description ATS/Recruiting Process Performance Management System/ Process Career Pathing Succession Training Compliance FLSA, ADA, FDA, Joint Commission Compensation Plans & Salary Structure Corporate Culture Future Plans

7. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Customers Include:

8. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS About This Presentation Although we provide recommendations -- Not an Ivory Tower Based on what our clients are doing – Components they are using – What they are using them for – Samples/Guidelines – Statistics – Screenshots/document snippets for context

9. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS We See Job Descriptions Differently Job Descriptions  Cater to the lowest common denominator  Consist of blocks of dense, opaque text Job Repository  Leverages conversations with Stakeholders Collects all the info you need Controls who can see what  Provides information to those that need it Folks in other roles, hiring managers, recruiters, Compensation, OD Other systems: ATS, Performance Management, HRMS  Turn blocks of text into Data Points That you can search/query/interface with other systems Change the way you think about Job Descriptions

10. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Looking for a cookbook? Not One Size Fits all What’s in your Job Description depends on: Job Description ATS/Recruiting Process Performance Management System/ Process Career Pathing Succession Training Compliance FLSA, ADA, FDA, Joint Commission Compensation Plans & Salary Structure Corporate Culture Future Plans

11. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS The Agenda General Guidelines Legal Consideration Job Description Elements– What/How/Why Competencies, Skills, and Essential Functions Collaboration Content Job Descriptions and Job Posting FLSA Determination Reusable Components (Inheritance) Organizing Job Descriptions Similar JDs/Consolidation Access Historical Job Descriptions

12. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS General Guidelines - Job It’s about the Job  Everything in your JD must be about the Job  Resist using JD to describe an individual or personality traits Upbeat personality Excellent customer services skills  For ADA Include only relevant necessary requirements If the item is not absolutely necessary to do the job – Leave it out – Include it as a Non-Essential function  Future of the Job Look forward to the what may be needed down the road

13. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Clear  Avoid flowery overwritten and vague verbiage: “…responsible for communicating any internal issues of importance to any of the constituencies involved in the company’s day-to-day happenstances, in formats including, but not limited to daily updates, weekly publications, annual reports.” Vague, Confusing, Does not describe what the person will actually do “Handles internal communications regarding company decisions and accomplishments on an as needed basis” Try to avoid using adverbs or adjectives that are subject to interpretation such as "frequently”, "some”, "occasional ”.. Reasonable/Truthful  Avoid Hyperbole “On call 24/7”  Don’t Glamorize the JD General Guidelines - Language

14. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Use language that points to desired results That indicates how success can be measured Without exaggeration uses powerful/influential language  “Through the use of direct marketing, candidates must be able to build and measurably grow sales to a sustainable client base.” General Guidelines – Language cont.

15. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Don’t discriminate by: Age “…Youthful energy…” Race/Religion “Must be able to work on Yom Kippur” Marital Status “Travel Requires unmarried…” Gender Specific “Previous experience as a waitress” Don’t undermine at will employment “This is a permanent Position” Don’t Mention unless Temp “…prides itself on employee retention” Omit. Implies ongoing employment Don’t make promises you can’t keep “…performance will be rewarded” “…will lead to training opportunities” “…supervises a staff of trained professionals” Legal Considerations

16. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Don’t violate Applicants Privacy “…Ability to function without sleep…” “…single able spend full energy on the job” “…must have “blue state” mentality” “…candidate must not have other work commitments” Don’t create FLSA Classification Problems – JDs are not required but essential function are usually central in any dispute “…Supervise 2 employees/can hire and fire” “…Will supervise department” “Eligible for overtime pay” Omit. “This is an exempt position” Don’t use these terms or “…Salaried position” Discuss this topic Legal Considerations cont.

17. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Legal Considerations cont. Protect against FLSA wage and hour lawsuit In an article, Beware 'Misclassification Creep' in Employee Exemption, Littler Mendelson shareholder and co-chair of the firm’s wage-and-hour practice group, Lee Schreter states, “It’s easy enough for companies to ask their employees to sign off on their job descriptions during their periodic performance reviews, so there is both mutual understanding and, for the employer, well- documented proof that the employee knows where they stand. That kind of evidence, I believe even the courts will be hard-pressed to dismiss.”Beware 'Misclassification Creep' in Employee Exemption Be prepared for: – Changes to FLSA – Disability Discrimination Suits – Joint Commission Visits – Bio Tech (CFR Part 11) – Pay Equity

18. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Job Description Elements Job Attributes  Job Indicative Information  Organization Information Description/Summary Essential Functions Qualifications Physical Demands/Working Conditions Competencies Scope

19. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Job Attributes Indicative Information Typical Elements  Job Code  Job Title  FLSA Classification  Grade  Date Created/Revised  Reviewed by

20. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Job Attributes Organizational Information –  Business Unit/Region/Division, etc.  Reports To  Locations  Departments  Supervision Exercised/Received

21. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Description/Summary Overview of Job, used as a synopsis, for market pricing and recruiting. Used as a hook to draw in the reader. Sample Guidelines  Short statement that states why the job exists  Short statement that describes the role and how it supports the company’s key objectives using specific measures of success  Elevator Pitch for the job

22. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Description/Summary Often helpful to write Essential functions first and use the first 3-4 Concerns for Description/Summary Blank Page Syndrome War and Peace Syndrome Remedies Feedback/Revision Process Text Limits (75 words) Spell Check Leverage Content

23. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Definition of terms: Essential Functions, Skills and Competencies You have competencies (measurable/acquired over time)  Knowledge, behavior, characteristics, aptitudes and/or strengths that are needed to perform and excel.  e.g., Problem solving That allow you to learn Skills (acquired quickly)  Something tangible you can know or learn  e.g., Event Planning That you can apply to accomplish Essential Functions  Daily tasks that need to be performed.  e.g., Manages logistics for major corporate events. These include: “town hall” meetings and webcasts, investor relations…

24. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Essential Functions AKA Duties, Responsibilities, Accountabilities… Used for:  Performance appraisal.  ADA – Can an employee with a disability perform these functions; if not, what accommodation can be made?  Job Duties Test for FLSA  Recruiting/posting  Affirmative Action and Joint Commission

25. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Essential Functions Sample Guidelines  What they do, not how they do it. If it’s less than 5-10%, should not include unless it is a highly critical function  Statements that describe the main areas in which the role holder must produce results in order to achieve the purpose of the role. They start with a verb and describe the end results rather than duties or activities or broad, vague statements. These responsibilities should be limited to the six or seven most important ones and put in descending order of importance.  Begin each task statement with an action word (verb), which describes a specific kind of behavior. Then describe what, how and why each task is performed.

26. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS What Makes Functions Essential Ask the following questions:  If the function is removed, would that fundamentally change the job?  Does the position exist to primarily perform the function?  How much time is spent performing the function?  What are the consequences of not requiring the position to perform the function?  Are there a limited number of other employees available to perform the function?  Is the function highly specialized and the person in the position is hired for that expertise? Those functions that do not meet the above considerations are considered non- essential.

27. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Writing Essential Functions Essential Function statements describe what the employee in the position does in relation to data, people, and things and describe work or an activity that produces an identifiable outcome or product. Properly written, each task will describe: What is done (action) Who/what it is done to (object of the action) How it is done (procedures, materials, tools, or equipment) Why it is done (purpose) Do not describe skills, qualifications or experience level If necessary, use explanatory phrases telling why, method, where and how often to add meaning and clarity (e.g. "Collects all employee time sheets on a bi-weekly basis using the electronic time management system for payroll purposes.").

28. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Results Oriented Essential Functions Template for Building Results Oriented Essential Function Statements Result To Be Achieved “Control Expenses BY” Action (using Action verb) “Analyzing department budgeting and accounting reports” Means to measure success “To keep monthly expenses below 10% of Revenue”

29. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Essential Functions Information captured  Description of Essential Function  Also Percent of Time Frequency Level Weight These can affect FLSA Determination

30. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Essential Functions Other options for Essential Functions Additional Responsibilities  Used to generalize JDs  Used to define responsibilities that may not be used for all employees in a job  e.g. Work Nights/weekends, perform a location/business unit specific task Entity Specific Functions Required Responsibilities  For All Jobs - Mission/Vision  Typical Statements  Performs other Duties as assigned  Conforms to Corporate Policies and Procedures

31. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Qualifications Used for recruiting, career pathing and compliance Sample Guidelines:  “We educate our managers that they need to determine the minimum and preferred education/certification, skills, and experience required for the job so that HR can legally defend why an applicant is or is not hired. ”

32. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Qualifications Most Common Information captured  Education  Experience  Skills  Licenses/Certifications (Joint Commission) Also Captured  Technology/ Software Skills  Languages

33. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Qualifications CategoryItemDetails/ Other Required/ Preferred ProficiencyOther% Using EducationLevelXX~ 100% ExperienceLevelXX~ 100% SkillsSkillXXX~ 90% Lic/Cert XX Timeframe ~80% TechnologyTech SkillXXX~ 10% LanguagesLanguageXXX~ 10%

34. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Physical Demands/Working Conditions Used for ADA situations to determine if an employee is capable of performing in the job Provides the physical details for Essential Functions Used to determine what accommodations can be made Most Common Information captured  Physical Demand/Working Condition Description  Frequency  Weight (for weight related items)

35. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Physical Demands/Working Conditions Process for determining physical demands/working conditions Items Industry specific  Corporate/Healthcare/Manufacturing Often culled from disability claims over time Reviewed periodically to evolve over time with changes in job equipment and ADA. Often Start with standard lists

36. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Physical Demands/Working Conditions Category% Using Physical Demands~ 100% Working Conditions~ 100% Physical Demands with weight requirements~80% Coordination/Visual Acuity <10% Essential Physical Requirements <10% Bloodborne Pathogens <10% Cognitive Requirements <10% Emotional Effort <5%

37. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Competencies Measurable/score-able Used for performance reviews Most use in conjunction with Essential Functions Corporate – Behavioral Healthcare - task related due to regulatory requirements Number Limited

38. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Competencies Two approaches: Capture Competencies as part of the Job Description revision process Assign automatically based on a pre-defined competency model or career architecture

39. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Competencies Category% Using Core Competencies~20% Departmental Competencies~20% Position Specific Competencies~60% Leadership Competencies ~50% Customer Service/others <10%

40. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Scope Generally, help gauge impact of the job on an organization More specifically  Job Evaluation  Grading  Compensation  Participation in bonus plan  Aid in FLSA determination

41. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Scope Some examples are: Freedom to Act Problem Complexity Impact Supervision Exercised/ Received Financial Responsibility Budget Responsibility

42. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Scope Job Evaluation - Factors used for leveling are dictated by the leveling methodology various IPE(s), Hay or homegrown Excel Point Factor System Some examples are:  Nature/Area of Impact  Creativity  Internal/External Contacts  Project Management  Business Expertise  Leadership

43. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Collaboration Collaboration is the key to effective job descriptions because the knowledge needed is embedded in multiple Stakeholders. Typical participants are:  Hiring Manager  HR Generalists  Compensation Track changes paradigm

44. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Collaboration Collaboration must be flexible, allowing stake holders to reach out to other contributors on the fly:  Upper-level Managers  Department/Entity/Location Leaders  Other SME’s Ad hoc Reviews Provide simplicity/flexibility

45. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Collaboration Best Practice – Stake Holders Manager Selects Descriptions HR/HR Business PartnerMark-up Process Keep it Simple Allow managers to make requests simply from their perspective Empower HR Business partners to route for further approval

46. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Collaboration Best Practice - Oversight Step 2 Reviewer(s) Step 3 Reviewer(s)... HR/Compensation Final Approval Step 1 Reviewer(s)

47. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Content Sources of Content  Stakeholders  Client Job Descriptions  HRTMS Content Library  Client libraries/data from other systems Content Applied to  Summary  Essential Function  Competencies  Skills  Less often, Qualifications

48. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Content-Search Search Content  By Job Description  By Job Family/Function  By Occupation  By Saved List  Standard Statements

49. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Content-Promoting Consistency Standard Statements Reusing/Refining Existing Content

50. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Job Descriptions and Job Posting Low hanging fruit for integration Automate or cut and paste Attended/background integration

51. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Explore the Web for Job Postings Explore Postings

52. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS FLSA Questionnaires DOL Questionnaires State or other Questionnaires

53. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Parent/Child Inherit Data from Parent Job Descriptions Typically Essential Function, Skills, Certifications, Competencies But could be any Job Description Element Changes to Parent Cascade to children

54. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Parent/Child- Uses Generic Jobs  Nurses, Accountants, etc. Entity  Department, Division, Business Unit, Location etc. Job Classification  Job Family/Function  Exempt/Non-Exempt, EEO  Arbitrary Classification

55. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Organizing Job Descriptions (View) Filter JDs By Entity/Other attributes  Business Unit, Department, FLSA/EEO Classification, Job with openings, etc.

56. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Organizing Job Descriptions (Job Families) By Job Family/Function Career Paths Related Jobs Side-By-Side Views  Career Matrix  Qualifications Comparison  Scope Factor Analysis

57. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Organizing Job Descriptions (Analysis) Best Practice – Matrix Explorer

58. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Organizing Job Descriptions (Consolidating) Relationship between Job Codes(HRMS) to Job Descriptions Many (Job Codes) to one Job Description  Often Driven by concerns due to Legacy JD Management  Facilitated by entity specific Elements One (Job Code) to One Job Description  Best Practice for Repository  But Some Clients want a 1:1 ratio of JDs to employees

59. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Similar Jobs/Identification Identify jobs that are similar enough to be candidates for consolidation

60. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Similar Jobs/Consolidation Consolidate Job Descriptions/Create Parent Job Descriptions

61. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Access Provide access to:  HR/Compensation  Managers  Employees HR/Comp Only Managers Stakeholders Employees Managers Stakeholders Employees 5% 95% 50%

62. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Keep a Record of Historical Job Descriptions Defend Hiring Decisions Protect yourself against Regulatory Audit

63. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Wrap up If you stop thinking of a Job Description as being limited by the restrictions imposed by documents: You’ll see that a Job Description Repository can:  Drive Performance, Compensation, Recruiting, Succession, and Training  Job Descriptions are the logical centerpiece of your Talent management Landscape

64. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS What Did We Miss?

65. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Questions

66. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS How To Contact Us Don Berman don@hrtms.com Ashley Robinson ashley@hrtms.com 919.351.JOBS (5627) www.hrtms.com