Welcome to the first Whitepaper Wednesday here on the Purchasing Certification Blog. For the next several Wednesdays, I will be linking you to some whitepapers that I feel are particularly valuable for succeeding in today's purchasing and supply management world.
The first featured whitepaper is called "Are Your Purchasing Job Descriptions Outdated?"
Change is rapid in the purchasing and supply management field of today. Therefore, updating job descriptions regularly is a must. In fact, I can guarantee you that if you have not updated your organization's job descriptions in the last five years, they are woefully outdated!
Why is it so bad to have outdated purchasing job descriptions?
Well, according to the whitepaper: "There are two severe consequences of using outdated purchasing job descriptions. First, outdated purchasing job descriptions can result in the recruiting of new team members who may possess the skills necessary for succeeding in purchasing in previous years, but not the skills necessary for success today. Second, outdated purchasing job descriptions can also set too low the standard skill levels to which a company’s existing purchasing professionals aspire."
The whitepaper goes on to discuss changes in the purchasing certification field that you may have missed if you haven't actively kept up. It shares some valuable statistics on the percentage of purchasing professionals with bachelor's and associate's degrees that need to be taken into careful consideration when recruiting. And it also gives you three tips for re-evaluating your job descriptions.
"Are Your Purchasing Job Descriptions Outdated?" is FREE and there is no registration required. So why not download it right now?
Click here to access "Are Your Purchasing Job Descriptions Outdated?"
To Your Career,
Charles Dominick, SPSM
President & Chief Procurement Officer
Next Level Purchasing, Inc.
Struggling To Have A Rewarding Purchasing Career?
Earn Your SPSM® Certification Online At
http://www.NextLevelPurchasing.com
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3 comments:
Salary/Title/Job Banding
Our company is quietly undergoing what I have been told is Salary or Title Banding.
Not much information has been shared about this process.
I was wondering if anyone there had any thoughts regarding this and how it applies to purchasing deparments or the supply chain in general. Thank you for your assistance.
Bill
Hi Bill,
From what I understand, "job banding" is a fancy name for simply establishing several standard salary levels within an organization and then assigning each job description to an appropriate level.
For example, I worked at the University of Pittsburgh. They had 10,000+ employees and obviously many job descriptions. Rather than come up with a salary level for each job description, they came up with "bands" to which each job description was assigned.
For example, there were "Administrator" bands: Administrator I, II, III, IV, V, etc. In Purchasing, junior buyers were considered in the Administrator II band, buyers were in the Administrator III band, purchasing managers were in the Administrator IV band, and the Purchasing Director was in the Administrator V band.
Each band had a salary range associated with it. Maybe the Administrator II band had a minimum of $20,000, a mid-point of $35,000, and a maximum of $50,000.
Having these types of bands is helpful to figure out what someone should be paid and to make sure that raises based on seniority or cost of living don't result in someone being overpaid. It can also help demonstrate that someone is ready for promotion. And, when a new position is created, management can decide on a band in order to determine the compensation rather than having a unique compensation scheme for that one job.
I can't say for sure that this matches what your company is trying to accomplish, but I hope that it helps.
Thank you for your response. Our process sounds similar. We've been told that this ties in to market titles and salaries so your position is more reflective of the local market. Thank you again.
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