Job Descriptions

dsandoval

I am in the process of creating job descriptions for our engineering company. Job desciptions usually have the education level and years of experience for each classification. My question is, what do you do when you hire an employee in a classification which meets their education and yrs of experience and a few months/yrs later you find out that they are a "superstar" and they are deseving of a higher hourly rate which places them in a higher years of experience classificaiton they do not fit in? How do we get by this?

deniseE

Does the employee in question know that he/she applied for a job for which they were overqualified?

With the economy as it is...we've had lots of people applying for "lower" jobs...we hire them at the posted position and if something else opens in the agency and they express interest they may still apply. We will also consider a reclassification after the probationary period.

System

Be careful of the "Hot/Cold" employee. He/she is the one who comes in like a dynamo and cools off after a few months. He may; however, truly be a superstar, but he did accept your offer and you based it fairly within your grid.

Why do you want to offer this employee more? Do you think you may not retain him?

If you really want to go forward with an increase in pay, write up a recommendation and support it with examples of performance why you should. But, be careful again. You'll have employees who have 'paid their dues' coming in to your veritable complaint department.

Bobster

[font size="1" color="#FF0000"]LAST EDITED ON 03-09-04 AT 03:06PM (CST)[/font][br][br] You should be very careful about how you word your description so that it does not make the educational requirements or years of experience minimums. Use qualifiers such as "normally requires." Also, make sure that exceptions do not become the rule. If they do, you will almost surely be called upon to explain why an exception was made for someone not in a protected class, where one was not made for someone in a protected status.