Job Description Standardization

Job Description Standardization

We’re currently evaluating job descriptions for our most highly populated job classifications and series, aiming for uniformity in the following roles:

• Clin Nurse 1 (NX)​
• Clin Nurse 2  (NX)
• Clin Nurse 3 (NX)​
• MOSC 2 (EX)​
• MOSC 3 Specialist (EX)​
• MOSC 3 Lead (EX)​
• Med Ctr Custodian Sr (SX)​
• Med Ctr Envir Svc Worker 1 (SX)​
• Nurse PD (NX)​
• Nurse Svc Supv 2 (99)​
• Med Ast 1 (EX)​
• Med Ast 2 (EX)​
• Nurse Pract 1 (NX)
• Nurse Pract 2 (NX)
• Nurse Pract 3 (NX)​
• Voc Nurse and PD (EX)​
• Voc Nurse Sr (EX)​
• Clin Application Profl 3 (99)​
• Clin Application Profl 4 (99)​
• HUSC 3 (EX)​

Reducing variation in these job descriptions will enable our Compensation and Talent Acquisition teams to provide hiring managers with a more efficient review and approval process, thereby streamlining the overall hiring process and decreasing turnaround times.

The standardization process entails:

• Aligning on preferred qualifications and establishing minimum qualifications
• Developing a common list of preferred qualifications for managers to easily select from
• Designing a process for maintaining and updating standardized template descriptions, facilitating quicker launches of future searches by hiring managers

The project team, consisted of hiring managers, division leaders, HR Compensation and Talent Acquisition, and process improvement professionals.

Job Description Standardization FAQs

• Why did we standardize job descriptions?
• • We standardized job descriptions (JDs) primarily to prioritize speeding up the hiring process and to provide ease for hiring managers by prepopulating applicable fields. By standardizing JDs, we aimed to reduce the time spent in Job Builder, making it easier for hiring manager to submit and compensation to review. This standardization leads to faster turnaround times, enabling us to fill positions more quickly.
  • Additionally, standardized JDs result in less administrative work and maintenance for HR teams, while also ensuring greater consistency across job descriptions and requirements. This consistency helps reduce errors and streamlines the overall hiring process.
• How were these jobs chosen for standardization?
• • The jobs selected for standardization were prioritized based on the population of current employees at Health and existing standardization. After identifying these positions, they underwent a vetting process to determine their suitability for standardization.
  • This vetting process ensured that the selected jobs were appropriate candidates for standardization based on various factors such as job roles, responsibilities, and existing variation.
• How were the JD templates created and who approved the final versions?
• • The JD templates were created collaboratively with a workgroup comprised of subject matter experts (SMEs) and hiring managers identified by leadership. Working together, they reviewed the initial versions of the JD templates, ensuring that they accurately reflected the job needs and aligned with established job standards and current practice.
  • Once the initial templates were developed, the final review and approval was conducted by compensation. This collaborative approach involving SMEs and leadership ensured that the finalized JD templates were appropriate for use.
• Is it possible to make changes to a standardized JD template? How can we make changes to a standardized JD template? Who can I reach out to for questions?
• • Changes may be warranted to reflect hiring needs; however, it is not intended for templates to be adjusted for individual recruitment actions.
  • It's important to consider the implications for other departments that may be using the same JD template. Changes may require agreement and approval of impacted departments and leadership.

  Proposed process:

  • To initiate a change request, you'll need to submit an Aggie Service Ticket and attach documentation outlining the modifications required and indicating leadership support. The Compensation team will then review the proposal and follow up appropriately.
  • The change control process will not happen in Job Builder or via email
• What about job titles that are not included in the initial standardized list?
• • There are ongoing conversations with leadership to standardize future job descriptions, in particular high-population represented positions.
  • Compensation will continue to review opportunities for standardization and connect with appropriate leadership.