Do-It-Yourself Job Descriptions

This page will assist credit union managers in strengthening its organizational structure and developing a systematic approach toward continual job analysis and job documentation. ICUT believes that a formalized organizational structure with documented job descriptions will provide the proper motivation and accountability necessary to achieve a credit union’s strategic goals. This page will assume one person (CEO or HRD person) is responsible for the development and maintenance of all job descriptions, however it’s not uncommon to assign a committee to this task.

STEP 1: Obtain Employees’ Perspective.
Ask every employee to submit a written description for the duties and responsibilities they currently perform. While this will serve several purposes, it provides concrete evidence of what each employee perceived their responsibilities to be and, at the same time, involves each employee in the entire process. Be sure to have each identify who they believe is their supervisor, who they believe are their subordinates, what their job title is and all of the responsibilities they currently perform. To view a sample employee survey CLICK HERE.

STEP 2: Construct Organizational Chart
Based on the credit union’s organizational structure, construct a chart that depicts the proper chain of command. While it may occur, ICUT recommends not assigning more than one person as the supervisor of any employee. To view a sample organizational chart CLICK HERE.

STEP 5: Use and Update the Information
At a minimum, both the supervisor and the respective employee should review the job description once each year. Typically this annual review can be coordinated with the annual performance appraisal process. All changes to job descriptions should be approved by management and/or the board of directors.