Job Description Document Reviewer

SOP-HR-042: Technical Review of Job Description (JD) Documentation

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1. Executive Summary & Purpose

This procedure defines the institutional standard for reviewing Job Descriptions (JDs) at Template Registry. The objective is to eliminate linguistic ambiguity, ensure alignment with departmental resource planning, and maintain compliance with labor regulations. This protocol ensures that every JD is a high-fidelity instrument for talent acquisition.

2. Scope & Prerequisites

• Scope: Applies to all full-time, contract, and fractional role descriptions originating from hiring managers.
• Tools: HRIS (Workday/Greenhouse), ATS, Grammarly Business, Compensation Benchmarking Tool (Radford/Option Impact).
• Prerequisites: Must possess Reviewer access credentials; confirmed budget allocation for the specific role code.

3. Roles & Responsibilities (RACI Matrix)

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4. Step-by-Step Procedure

Phase I: Structural Integrity Audit

• Verify role title conforms to the Internal Titling Taxonomy (ITT).
• Confirm "Leveling Guide" matches the seniority (e.g., L4 vs L5 competency benchmarks).
• Check for presence of required headers: Role Summary, Key Responsibilities, Technical Stack, and Soft Skills.

Phase II: Linguistic & Bias Mitigation

• Run text through the DE&I diagnostic tool to identify gender-coded or exclusionary language.
• Ensure "Must-Have" requirements do not exceed five (5) bullet points to minimize candidate self-selection bias.
• Verify that all "Nice-to-Have" qualifications are clearly demarcated from "Requirements."

Phase III: Calibration & Approval

• Validate compensation band against the current market index provided by the Comp team.
• Cross-reference job duties with the Departmental Operating Plan to prevent role overlap.
• Log review outcomes in the ATS and route to the Hiring Manager for final signature.

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5. Quality Assurance & Pro-Tips

Best Practices

• The 3x3 Rule: Limit major technical requirements to three core pillars and soft skills to three core competencies.
• Action Verbs: Enforce the use of active, impact-oriented verbs (e.g., "Architected," "Scaled," "Governed") rather than passive descriptions.

Common Pitfalls

• Scope Creep: Overloading a single JD with cross-functional responsibilities that imply two distinct roles.
• Vague Success Metrics: Failing to include how success is measured (e.g., "Must deliver x within y days").

Metric Thresholds

• Turnaround Time (TAT): Reviews must be completed within 48 business hours of submission.
• Revision Rate: A revision rate > 20% on initial drafts requires a mandatory feedback session with the Hiring Manager.

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6. Frequently Asked Questions

Q: What if a hiring manager demands a non-standard title? A: Standardized titles are non-negotiable for system-wide reporting and compensation mapping. Deny the request and provide the "Internal Titling Taxonomy" document as reference.

Q: How should I handle a JD that lacks clear success metrics? A: Flag the JD as "Incomplete." Metrics are mandatory for candidate performance evaluation later in the lifecycle; a JD without them is technically non-compliant.

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End of Document. Document managed by Julian Vance, Chief Architect.