Creating a Job Plan Template
Job Plans Are Employee Owned Job Descriptions and Goals
This is a template for an employee developed and owned job plan. You can customize, copy, and use this job plan template as your employees develop their own job plans. If the same job is held by more than one employee, all employees, or a cross-sectional group of employees, should develop the job plan together.
A job plan that is owned by a group of employees is much more effective than a job plan that is handed to an individual employee with the expectation that they implement the plan. This is because employee ownership is essential in any plan or policy that you implement. Employees don't want to be changed or directed. They are effective adults who expect autonomy and respect.
Overall Approach to Developing the Job Plan
In developing the job plan, these steps are recommended.
- The manager and the employee should agree upon and write the position overview.
- The manager and the employee should work together and agree on the major areas of responsibility.
- The employee can wordsmith and further develop the major areas of responsibility.
- The employee takes a first stab at developing the fleshed out descriptive goal statements that define the specific core functions and responsibilities of each major area of responsibility.
- The manager and the employee review and refine the employee's first stab at the spelled out major areas of responsibility.
- The manager and the employee define the goals for the period of time before the progress review. A six-month review of goals and the job plan is recommended. A quarterly or more frequent review is preferred.
- Periodic review of the job plan is not a substitute for weekly one-on-one meetings between an employee and his or her manager. At this weekly meeting, regular review of goals, progress, and needed support on current goals and projects is reviewed.
Job Title and Position Overview
Write a short description of what the position does within your organization. Example: The marketing manager directs, manages, and leads the overall provision of customer-focused marketing services and programs and guides and provides direction to the marketing staff.
Major Areas of Responsibility
Use bullet points to list the five-eight major areas of responsibility you have in your job. For example, a human resources manager might list responsibilities that include these. Major areas of responsibility include:
- Develop a superior workforce through effective employee recruitment, onboarding, development, and training
- Develop the human resources department to best serve customers
- Advise managers about issues related to managing people and the organization
- Design performance management and improvement systems
- Address organization development issues and needs
- Devise reward, recognition, and compensation systems
- Provide oversight to employment law requirements and compliance to regulatory concerns
- Develop policies and documentation that foster a harmonious, empowering, teamwork-oriented, accountable workforce
Specific Responsibilities of the Job
Take each of the items listed in the Major Areas of Responsibility and provide details and actionable goals. Start by using the listed major area of responsibility and add the details necessary to make job expectations and products or outcomes clear in each major area of responsibility. For example, an HR manager might detail a responsibility, Development of the Human Resources Department, like this:
Development of the Human Resources Department
- Oversees the implementation of Human Resources programs through Human Resources staff. Monitors administration to established standards and procedures. Identifies opportunities for improvement and resolves any discrepancies.
- Oversees and manages the work of reporting Human Resources staff. Encourages the ongoing development of the Human Resources staff.
- Develops and monitors an annual budget that includes Human Resources services, employee recognition, sports teams support, company philanthropic giving, and administration.
- Selects and supervises Human Resources consultants, attorneys, and training specialists, and coordinates company use of insurance brokers, insurance carriers, pension administrators, and other outside sources.
- Conducts a continuing study of all Human Resources policies, programs, and practices to keep management informed of new developments.
- Leads the development of department goals, objectives, and systems.
- Establishes departmental measurements that support the accomplishment of the company's strategic goals.
- Directs the preparation and maintenance of such reports as are necessary to carry out the functions of the department. Prepares periodic reports for management, as necessary or requested, to track strategic goal accomplishment.
Specific Goals Related to Responsibilities
Employees should list their main goals related to the specific areas of responsibility detailed above. These goals would cover whatever time period the organization determines for consistency.
This job plan is intended to convey information essential to understanding the scope of the job and the general nature and level of work performed by the employee holding this job. But, this job plan is not intended to be an exhaustive list of qualifications, skills, efforts, duties, responsibilities or working conditions associated with the position. That is the realm of the job description.
Disclaimer: Please note that the information provided, while authoritative, is not guaranteed for accuracy and legality. The site is read by a world-wide audience and employment laws and regulations vary from state to state and country to country. Please seek legal assistance, or assistance from State, Federal, or International governmental resources, to make certain your legal interpretation and decisions are correct for your location. This information is for guidance, ideas, and assistance.