On The Verge

"Change has a considerable psychological impact on the human mind. To the fearful it is threatening because it means that things may get worse. To the hopeful it is encouraging because things may get better. To the confident it is inspiring because the challenge exists to make things better."
- King Whitney Jr

If the budget passes with the reorganization, we are going to need well defined profiles of each position. These position profiles consist of documented routines, responsibilities, and levels of authority. These position profiles should be developed and distributed accordingly. Work assignments can be restructured and reallocated with documented clarity and explanation. As roles change, the individuals with new responsibilities will have documented instructions to follow, accompanied with guidelines, schedules, metrics, and reports of previous performance. It makes the transfer of responsibilities easier to manage and quicker to come up to speed.

Position Profiles are very different from job descriptions. A job description is typically a bulleted list of activities that may be performed by a particular job title, and the list of desired qualifications. This comes in handy when posting a position for hire, but is entirely inadequate as a position profile. A position profile should describe in detail the daily, weekly, or monthly routines performed by a person in a position. The position profile should include the metrics to measure performance, so there is an understanding as to determining the effectiveness of the job performed. The position profile should include a clearly defined level of authority for making decisions relevant to the completion of job related activities. For example, does this position have the authority to make a final decision, recommend, or influence a decision that has economic impact? It is good to have these things defined, especially when someone new inherits
the responsibilities.