Summary

Before creating Position records, we recommend you consider the following questions:

• Does your organisation use position titles?
• Are these generic, for example, can more than one employee have the same title?
• Can an employee have more than one job. For example, two roles, defined as 60% job A and 40% job B.
• Can a generic position be ‘stationed’ in more than one physical location (geographically dispersed)?
• Can a generic position be associated with more than one department?
• How many different combinations, per generic position, does your organisation have? This is related to the number of Work Areas that will need to be created and therefore the number of Position Centres – one per Work Area?
• How does your organisation classify the different levels of positions, for example, by occupational, functional or hierarchical?
• Is there a need to identify positions covered by collective employment contracts?
• Are performance appraisals directly linked to the position that an employee is appointed to?
• How are Full-time Equivalents (FTE's) recorded? As total hours or as a proportion/pro rata?
• Are positions defined in terms of Accountabilities, Key Responsibilities or Key result Areas (KRAs)?
  • Are KRA’s generic or are they specific to each position in your organisation?
  • Does your organisation define each KRA in terms of specific tasks required to deliver the KRA?
• Does your organisation identify competencies as part of their position descriptions?