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One aspect of effective succession planning and leadership development is to fit the best candidate to each operational role, and ensure that everyone involved is clear about the position’s qualifications and expectations. Non-emotional, objective decisions promote rational, consistent and fair outcomes. Emotion as a motivator is necessary, but it must be tempered with prudent thought – committed to writing.
| Role: ______________________________________________ (Equipment Operator, Accounting, etc.) Job title | |||||
| Brief Description of Duties | |||||
| Primary Responsibilities | |||||
| Secondary Responsibilities | |||||
| Direct Supervisor | |||||
| Direct Report | |||||
| Other Functions as Needed | |||||
| Specific Qualifications & Special Training | |||||
| Skills Required | |||||
| Suggested Experience | |||||
| Recommended Education | |||||
| Attributes, Abilities or Interests | |||||
| Physical Requirements | |||||
| Salary Range | Low: | High: | |||
| Work Hours | |||||
| Overtime | Never: | Seldom: | Often: | ||
| Benefits | |||||
| Safety Responsibilities | |||||
