JOb Descriptions -- Dusting them off to enhance employee performance

In the course of conducting of audits of human resource departments, job descriptions are always on my checklist.  It's the usual stuff: accuracy, ADA compliance, % of time spent on job duties ( not tasks ) etc.

Used to prepare recruiting ads-- sometimes:  Used as a reference tool for promotions? performance evaluations? discipline?  Hmm Managers rely on their knowledge of the job ( which is a great idea) and here is the question ... do the manager and employee's have a mutual understanding of the job.

Somewhere in the suite of corner offices, A VP reviews completed performance evaluation forms.  In an enlightened moment the question is asked " How does the performance evaluation results correlated with the job description? After all, the job descriptions have been signed off on by corporate.. They surely are accurate ( hmm wonder what input the employee had during the descriptions development).

Well something doesn't add up. The reports we get from the field indicate the employee is doing an A level job. with special praise from our customers.  The performance evaluation indicates " problems with customer relations".. Why the disconnect? I suggest the job description is a living document and needs to be updated to reflect the duties and responsibilities of the position.  In addition it should be a source, base line document for evaluations, compensation, and discipline. 

Dust them off: review and update: and utilize this document as a valuable management resource.