Frequently Asked Questions
about Results-Oriented Job Standards
Here are questions you might have in mind about Results-Oriented Job Standards.
- Who sets Job Standards?
- The organization defines the job results it needs to have accomplished. Likewise, the organization sets the standards for job accomplishments. Of course, there’s no reason why employees can’t be involved in the process.
- How specific do Job Standards need to be?
- They should be as specific as is possible involving the classical measurements of quantity, quality, time and cost. At the same time, don’t shy away from vague Job Standards; use your experience with measuring results against them as a way to be clearer.
- What if other managers use different Job Standards for the same job?
- Well, they shouldn’t. Such practices can get you into real discrimination trouble. Managers who supervise the same jobs should get together and hammer out universal standards (and then review systems should be put in place to enforce them).
- What if employees disagree with the Job Standards set?
- Find out why they disagree. Maybe the Job Standards are unrealistic. Maybe systems have changed and the Job Standards are out of date. Maybe training is called for so that employees are capable of meeting the Job Standards. On the other hand, ultimately the organization sets its standards and employees need to follow them.
- What if employees disagree with performance measurements?
- Review the methods by which measurements are taken. Taking measurements can be cumbersome. In some cases, measuring performance will not be exactingly accurate by its very nature of what’s being measured. Take samples. Remember, the Job Standard is a reference. Use it to send a message about how well results need to be accomplished even if the measurement is somewhat less than scientific.