A copyrighted approach to defining individual work for a variety of business uses, job models capture the performance requirements of individual work in action terms, with supports needed to perform the work.
Job models can be defined in two hours or less. This is typically accomplished by assembling a group of three or four exemplary performers (or experts) in the job, and two facilitators of the job modeling process. One facilitator collects the data (i.e., inputs, conditions, skills, knowledge, etc.), while the other facilitator enters the data into Performance International’s job modeling software. The second facilitator also assures the integrity of the job modeling process. At the end of the four-hour session, a completed job model is given to each participant. They can share it with others and refine any definitions. Experience has shown that the group session typically defines at least 98{ec448e65a7d84dc16e6671517765dd379e7053e33f99df2ba713f445f996f0b7} of the requirements. Typical HR tasks, such as job grading and combining with existing job descriptions, are easily done with the job model as the definitive input document.
Uses and Advantages of Job Models
Job Models have several uses, including:
- Clarifying existing work
- Relating one job to others
- Providing the base information for job competency definition
- Connecting jobs to core processes
- Transitioning existing jobs to new jobs
- Aligning jobs to strategic plans, goals and objectives
- Redefining jobs in a fast-changing work environment
Certification in Job Modeling From Performance International
Learning to develop job models can take several forms: one way is to simply read about the process in Aligning Performance: Improving Processes, People, and Organizations, and attempt to model jobs using our software. A better way is to receive training in the model, observe job modeling sessions, and practice under the tutelage of Performance International’s experts. PI naturally recommends the latter option because we can ensure that participants have the competency in job modeling. In addition, this option allows us to tailor the job modeling process to a client’s specific needs. While we have proposed a typical schedule below, PI’s policy is to never impose more time or training than is needed; indeed if a client demonstrates proficiency faster than the proposed schedule, PI will suggest cutting the training session short and charge only for the time expended.
Certifying employees in job modeling occurs over several days. The time is spent in orientation to both the process and software, and a gradual, successive level of practice in facilitating the methodology and learning the software until the trainees complete a real job modeling session totally on their own. The trainee moves from orientation and observation, to shared facilitation and complete modeling of jobs on their own, with feedback provided at every step of the way.
Useable job models are being developed during the entire certification process.
Training and certification is provided both in the process/methodology, as well as in the use of software templates. Detailed instructional aids, checkouts, and a user’s manual are provided, as well as on-going support.
The following contains the wording for an agreement that is signed by all facilitators certified in Performance International’s Job Modeling technique. The agreement may be modified by mutual consent to meet specific organization needs.