MAG can provide new, updated and revised Class Descriptions as a part of an overall compensation and classification study, or as a “stand alone” delivery. Our services range from a comprehensive re-write based on original input from employees and supervisors to a more measured update of existing descriptions in a user friendly format. Typically, through the process of job analysis, all positions in an organization are allocated to a classification. The core job functions, which MAG calls the Job Profile, encompasses the most important duties, tasks and responsibilities and is described in the purpose statement for the class and the essential functions of the Job Profile. Based on years of experience in working with Federal agencies in the validation process, only valid elements are included in MAG’s descriptions, thus traits or extrapolations of degrees of skills or abilities, which are not easily verified and validated, are excluded to ensure that our clients have a solid and defensible framework for describing the work performed.
There are many reasons why properly developed class descriptions are important to the core values and systems of an organization. Class descriptions are flexible summaries of the core Job Profiles provided by employees and verified by supervisors. Taken together, these “subject matter experts” provide input and validity for a score of functions with in the agency and organizations, included, but not limited to recruitment, promotions, performance management, career development, employee training design, compensation levels, discipline, and as a guide to assist employees in understand the general responsibilities and duties that are required and expected of them. When it comes to the value of class descriptions, MAG emphasizes flexibility as the key, creating broader descriptions that emphasize expectation and accountability and that do not require modification for every minor changes in activities of individual employees.