Why Monitoring and Evaluation Job Descriptions Matter

Introduction  #

Most people assume job descriptions are written primarily for monitoring and evaluation employees; however, the importance for employers cannot be underestimated.

For employers, writing and maintaining job descriptions must be an ongoing task. In the same way companies must re-evaluate budgets, workflows, and processes, they should also re-assess job descriptions, at least annually, to ensure those position requirements are up-to-date and consistent with current industry trends. 

Here, you will learn the benefits of writing perfect job descriptions for monitoring and evaluation professionals and other relevant information.

Let’s get started 

Reasons You Shouldn’t Underestimate the Importance of Job Descriptions for M&E Professionals #

Here are five key reasons companies in the M&E industries should establish a good practice of writing and maintaining up-to-date and relevant job descriptions:

#1. Job descriptions ensure you’re recruiting the best M&E Specialists #

A good job description will go far with an employer’s recruitment and onboarding efforts. Not only will the job description help a potential employee know if the position is a good fit for him or her, it will also guarantee the most qualified applicant pool for the employer. In the end, the more detailed and descriptive job descriptions can be, the better it will be for attracting and retaining high-quality M&E professionals who will love their jobs.

Related: How To Become a Monitoring and Evaluation Consultant

#2. Job descriptions help ensure your expectations are established and met. #

A well-written job description will establish a solid set of expectations for employers to communicate to their employees. When employees have a concrete understanding of their responsibilities, they will work more efficiently and effectively in their respective roles. An awareness of expectations for employees also helps employers properly evaluate performance.

#3. Job descriptions support greater employee accountability. #

Especially when it comes time for a performance review or evaluation, a well-written job description can help employers maintain accountability to a position’s needs and demands from employees. If a job description is vague or open to interpretation, it will be more difficult for an employer to address a lack of performance or areas of improvement when it comes time for constructive critique or review.

Also Read: How To Write a Monitoring And Evaluation Resume Summary

#4. Job descriptions promote greater productivity. #

When monitoring and evaluation officers understand the specific demands of their jobs, chances are that productivity will be higher. Well-written job descriptions can be the key to employee motivation and happiness on the job, and it’s no secret that happy employees are productive employees who not only accomplish their required tasks but often go above and beyond.

#5. Job descriptions mitigate risk and limit liability. #

Though there’s no law requiring job descriptions, they can serve as helpful legal documentation if an employee files a lawsuit against a company. In fact, job descriptions have been used successfully by employers against employees. For this reason alone, there’s an excellent case for employers to create and maintain the most accurate and updated job descriptions possible.

Also, while job descriptions alone will not determine whether an employee should be classified as exempt or nonexempt under applicable wage and hour laws, they can and should help to justify an employee’s exemption status in accordance with labor laws.

Tips For Writing Better Job Descriptions For Monitoring and Evaluation Roles  #

The following tips will help you frame better job descriptions for monitoring and evaluation roles:

  • Include your mission, vision, and values, especially when listing your job descriptions outside of your own organization’s website. One of your main goals is to attract monitoring and evaluation professionals that share your organizational values.
  • Improve readability using bullet points, short paragraphs, and concise sentences. Depending on the complexity of the position, limit yourself to 5-10 bullet points that highlight the functions or core competencies needed. List them from most performed to least and include a blanket statement that “other duties, tasks and responsibilities may be assigned at any time.”
  • Be upfront about total compensation (salary, commissions, bonuses) and benefits (including time off, holidays, health contributions, and retirement plans). Feel free to include other perks like flexible schedules or other unique benefits.
  • Include physical requirements. Remember, one in five adults has some form of disability. By providing physical requirements up front, you avoid missteps during the hiring process.

Key Takeaways  #

Job roles and responsibilities keep changing over time—they evolve and expand as their position within the company shifts. For instance, if your employees have been in the same position for a while, it is highly unlikely that their job descriptions are the same as when they were first hired. However, employers in the monitoring and evaluation sector often forget the importance of regularly updating job descriptions.
While it might seem like an insignificant part of HR, outlining and updating job descriptions is essential for preparing for future hiring objectives, improving current employee productivity, and ensuring long-term workforce sustainability. Furthermore, these critical internal records will help ensure consistent performance standards and ease the hiring and recruitment process, should the monitoring and evaluation roles change or expand in the future.

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