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Below is an example of a TIP
job description that has been exported into a Rich Text File. This is also
how a performance review will appear once it is completed and you print it out
for review with the employee.
Benefits to notice:
JOB DESCRIPTION
Employer
Department
JTB Communications, Inc.
Accounting
Job
title
Exemption status
Accountant
I Exempt
Supervised by
John Brantley
Job Summary
The Accountant I is responsible for performing
administrative duties to support the accounting, financial reporting, and
control functions; achieving goals as established in the Finance Department’s
annual operating plan; coordinating work within the unit or department, as well
as with other units or departments; complying with operating policies and
procedures established for the accounting function; communicating with
appropriate personnel; responding to inquiries or requests for information;
maintaining appropriate records and providing assigned reports.
Interview questions:
What skills and experience do you have that you
believe lend themselves to being successful as a credit administrator in our
bank?
What are your career aspirations?
What about your present job makes you want to do
something different?
Direct Reports
None
Core Responsibilities (50% of entire job evaluation)
Accuracy
(50% of Core Responsibilities)
Accuracy - This factor is used to determine measurable standards of accuracy and
to evaluate an employee's performance in this area. Performance notations are
used to document the level of performance which the employee has attained during
the evaluation period. Specifically, the Accountant I should be accurate
relative to the following:
a. Monitoring company's general ledger account balances.
b. Monitoring company's cash position.
c. Monitoring bill paying.
d. Verifying wire transfers.
e. Maintaining inventory control system.
f. Preparing financial reports.
g. Preparing subsidiary ledgers.
General Productivity
(50% of Core Responsibilities)
General Productivity - This factor is used to determine measurable standards of
productivity and to evaluate an employee's performance in this area.
Performance notations are used to document the level of performance which the
employee has attained during the evaluation period. Things to consider are the
employee's efficient use of time, meeting established report and project
deadlines, and his/her completion of assigned duties in a timely manner.
Performs administrative duties to support the accounting, financial reporting,
and control functions of which the following are illustrative:
a. Maintains accounting systems, e.g., fixed assets and/or
subsidiary financial records.
b. Performs financial analysis, feasibility analysis, etc.
c. Prepares special financial reports.
d. Prepares adjusting and correcting entries as needed.
e. Insures various financial reports are prepared for the
review by management; prepares reports for external groups, e.g., regulators,
auditors, etc.
f. Insures that the company's general ledger is maintained
properly; takes action to correct accounting-related errors or problems with the
accuracy of the general ledger.
g. Monitors the purchasing of fixed assets against purchase
controls and the annual budget for capital expenditures.
h. Provides assistance with the asset/liability management and
investment portfolio management functions.
Achieves goals assigned to the Accountant I as part of the Finance Department’s
annual operating plan.
Ancillary Duties
Performs tasks which are supportive in nature to the essential functions of the
job, but which may be altered or re-designed upon individual circumstances.
Behavioral Expectations (50% of entire job evaluation)
Policy/Procedure Compliance
(33% of Behavioral Expectations)
Policy/Procedure Compliance - This factor measures the extent to which the
individual adheres not only to the company's internal operating policies and
procedures but also to the external regulations affecting the accounting
function. Also considered will be the results of the internal and external
audits. The level of performance is documented by using performance notations.
Abides by the current laws and organizational policies and procedures designed
and implemented to promote an environment which is free of sexual harassment and
other forms of illegal discriminatory behavior the work place.
Complies with established operating policies and procedures in order to maintain
adequate control and to support the company's adherence to outside regulatory
requirements.
1 – (Unsuccessful)
Does not communicate verbal or written in a timely manner to peers, other
departments, or leaders.
Communication is not clear, accurate, or timely – written or verbal.
Does not consistently report accurate information to leaders or committees
Does not consistently report information to leaders or committees in a timely
manner
Does not maintain effective reports
Does not provide good documentation to validate reports
Does not make effective presentations to groups.
Does not listen to fully understand needs and assignments before taking action.
Is usually late for meetings.
2 – (Needs Improvement)
Communication lacks either timeliness or accuracy on a consistent basis.
Written and verbal communication is not consistently clear, accurate, and
timely.
Often communications without understanding the facts or the real needs of the
person
Often makes assumptions related to communication needs without verifying
assumptions.
Provides accurate information 50 – 80% of the time to peers, leaders, or
committees
Has good intentions, but does not consistently report information to peers,
leaders, or committees in a timely manner
Organizes presentations to groups but has difficulty making presentations
effectively.
Does maintain records but is not organized to access information when needed
Does not provide consistently good documentation to validate reports.
3 – (Successful)
Provides timely and accurate information 95% of the time or greater.
Listens effectively to understand the needs of internal and external customers
before communicating or taking action.
Able to communicate with different levels of people in the organization from
owners/board of directors to entry level staff.
Communicates verbally in a way that provides clear understanding and
demonstrates concern or care for the individual and the organization.
Maintains appropriate records and provides assigned reports as directed.
Written communication is clear, accurate, and timely. It is easy to understand.
Reports pertinent information to peers, leaders, or committees as requested, or
according to an established schedule. Compiles information as necessary or as
directed and provides data to appropriate company personnel.
Provides information and reports in a timely manner so that leaders can evaluate
information and if necessary meet with person to review reports prior to further
action on the information.
Meets communication timelines on a consistent basis.
Develops communication strategies and systems so that information can be shared
in a timely manner.
Is on time for meetings.
4 – (Outstanding)
The characteristics listed in (successful) plus the following:
Anticipates needs of others and communicates related to these needs in a timely
manner.
Reviews goals and objectives of present reports or information to determine the
effectiveness of present reporting system
Identifies when improvements in communication systems can be made and initiates
discussions to make improvements
Reviews processes used to connect and analyze data and identifies where
improvements can be made.
Analyzes data prior to presenting data to others to identify trends and patterns
in the data. Includes analysis as a part of the report.
Provides data ahead of schedule when needed to provide additional time for
others to review or analyze data.
Demonstrate a knowledge of organizational processes and strategies that enables
the person to actively contribute on cross-functional teams designed to improve
the performance of the organization.
Initiates improvements to processes that require the development of
cross-functional teams of individuals to make improvements
Requires little guidance and direction for initiating action related to this
area of responsibility that results in high performance
Regularly receives feedback from internal and external customers that this
person went "above and beyond" expectations in this area of responsibility
Reporting/Communication
(33% of Behavioral Expectations)
Reporting/Communication - This factor measures the extent to which the incumbent
develops and maintains effective reporting systems which will be directed toward
the Chief Financial Officer regarding personnel problems, department operating
policies/procedures, appropriate financial information, updates on achievement
of established objectives, etc. In addition, his/her effectiveness in
communicating changes in department policies and practices as well as other
pertinent information regarding employees' positions to assigned staff and other
appropriate personnel should be taken into consideration. The level of
performance is documented by using performance notations.
Coordinates specific work tasks with other personnel within the unit or
department as well as with other units and departments in order to insure the
smooth and efficient flow of information.
Communicates with management and staff personnel in order to integrate goals and
activities.
Maintains appropriate records and provides assigned reports.
1 – (Unsuccessful)
Does not communicate verbal or written in a timely manner to peers, other
departments, or leaders.
Communication is not clear, accurate, or timely – written or verbal.
Does not consistently report accurate information to leaders or committees
Does not consistently report information to leaders or committees in a timely
manner
Does not maintain effective reports
Does not provide good documentation to validate reports
Does not make effective presentations to groups.
Does not listen to fully understand needs and assignments before taking action.
Is usually late for meetings.
2 – (Needs Improvement)
Communication lacks either timeliness or accuracy on a consistent basis.
Written and verbal communication is not consistently clear, accurate, and
timely.
Often communications without understanding the facts or the real needs of the
person
Often makes assumptions related to communication needs without verifying
assumptions.
Provides accurate information 50 – 80% of the time to peers, leaders, or
committees
Has good intentions, but does not consistently report information to peers,
leaders, or committees in a timely manner
Organizes presentations to groups but has difficulty making presentations
effectively.
Does maintain records but is not organized to access information when needed
Does not provide consistently good documentation to validate reports.
3 – (Successful)
Provides timely and accurate information 95% of the time or greater.
Listens effectively to understand the needs of internal and external customers
before communicating or taking action.
Able to communicate with different levels of people in the organization from
owners/board of directors to entry level staff.
Communicates verbally in a way that provides clear understanding and
demonstrates concern or care for the individual and the organization.
Maintains appropriate records and provides assigned reports as directed.
Written communication is clear, accurate, and timely. It is easy to understand.
Reports pertinent information to peers, leaders, or committees as requested, or
according to an established schedule. Compiles information as necessary or as
directed and provides data to appropriate company personnel.
Provides information and reports in a timely manner so that leaders can evaluate
information and if necessary meet with person to review reports prior to further
action on the information.
Meets communication timelines on a consistent basis.
Develops communication strategies and systems so that information can be shared
in a timely manner.
Is on time for meetings.
4 – (Outstanding)
The characteristics listed in (successful) plus the following:
Anticipates needs of others and communicates related to these needs in a timely
manner.
Reviews goals and objectives of present reports or information to determine the
effectiveness of present reporting system
Identifies when improvements in communication systems can be made and initiates
discussions to make improvements
Reviews processes used to connect and analyze data and identifies where
improvements can be made.
Analyzes data prior to presenting data to others to identify trends and patterns
in the data. Includes analysis as a part of the report.
Provides data ahead of schedule when needed to provide additional time for
others to review or analyze data.
Demonstrate a knowledge of organizational processes and strategies that enables
the person to actively contribute on cross-functional teams designed to improve
the performance of the organization.
Initiates improvements to processes that require the development of
cross-functional teams of individuals to make improvements
Requires little guidance and direction for initiating action related to this
area of responsibility that results in high performance
Regularly receives feedback from internal and external customers that this
person went "above and beyond" expectations in this area of responsibility
Internal Cooperation
(34% of Behavioral Expectations)
Internal Cooperation - This factor documents performance notations relating to
the employee's relationships with other employees and departments throughout the
company. These performance notations should focus on the employee's courtesy,
tact, friendliness, effective communication, and cooperation. Teamwork,
expression of job-related issues, adherence to company policies and procedures,
consideration and support of management, and general performance in coordinating
the work of his/her department with other departments and employees should also
be considered.
Cooperates with, participates in, and supports the adherence to all internal
policies, procedures, and practices in support of risk management and overall
safety and soundness.
Responds to inquiries relating to his/her particular area, or to requests from
other company personnel, customers, etc., within given time frames and within
established policy.
1 – (Unsuccessful)
Works independently without considering the impact of his/her actions on others
Does not provide needed information to other team members even when it is
requested
Is rigid in scheduling his/her work even when organizational needed require
flexibility
Is not willing to adjust his/her personal schedule to meet organizational or
departmental needs
Only takes action related to working with others when forced to do so
Actively disagrees with leaders & management but does not address concerns with
leaders or management.
2 – (Needs Improvement)
Is willing to work with others when asked, but does not initiate teamwork with
others within department or between departments
Provides needed information to other departments when requested but does not
anticipate needs of others
Is willing to adjust schedule or plans if needed, but will not volunteer to do
so unless requested
Cooperates with others only to the minimum that is expected.
Takes a neutral stance toward leadership & management and will frequently talk
about management in a negative way with others.
3 – (Successful)
Coordinates specific work tasks with other personnel within the unit or
department as well as with other units and departments in order to ensure the
smooth and efficient flow of information and work.
Work cooperatively with relevant staff to identify and solve problems.
Abides by the current laws and organizational policies and procedures designed
and implemented to promote an environment which is free of sexual harassment and
other forms of illegal discriminatory behavior in the work place.
Cooperates with, participates in, and supports the adherence to all internal
policies, procedures, and practices in support of risk management and overall
safety and soundness and the organization's compliance with all regulatory
requirements,
Helps other team members plan for actions or tasks to foster accountability and
positive results
Works cooperatively with those in department on common plans, goals, initiatives
Reports pertinent information to the immediate supervisor as requested, or
according to an established schedule; compiles information as necessary or as
directed and provides data to appropriate organization personnel.
Responds to inquiries relating to his/her particular area, or to requests from
customers, other organization personnel, etc., within given time frames and
within established policy.
Adjusts schedule as needed to meet strategic departmental and organizations
needs
Adjusts schedule as needed to meet crisis needs within the department and
organizations.
4 – (Outstanding)
The characteristics listed in successful plus the following:
Anticipates when problems are developing and initiates resolution before they
become significant issues.
Initiates discussions with other departments to improve processes that directly
impact the person’s ability to achieve success.
Designs processes and time & task management around meeting and exceeding
customer expectations
Regularly reviews the data associated with areas of responsibility to identify
trends and patterns
Initiates action to examine and improve processes without direction from leaders
Examines position and identifies way to improve process, eliminate unnecessary
tasks, and improve overall effectiveness without having to be told to do so
Review the numerous sources of information available to understand what is
happening with the competition, the industry, the economy, and any personal
improvement data
Initiates cross-functional team development to improve processes, performance,
and morale.
Demonstrate a knowledge of organizational processes and strategies that enables
the person to actively contribute on cross-functional teams designed to improve
the performance of the organization.
Requires little guidance and direction for initiating action related to this
area of responsibility that results in high performance
Regularly receives feedback from internal and external customers that this
person went "above and beyond" expectations in this area of responsibility
Skills, Knowledge, Talents
These skills are criteria for hiring a person for
this job.
Education
Education/Training: A B.S. or B.A. degree in accounting or a related field of
study preferred; specialized company finance education and/or training.
Prior Experience
Experience: None required
Technical Skills
Skills: Proficient reading, writing, grammar, and mathematics skills;
demonstrated proficiency in analyzing and interpreting financial statements,
e.g., balance sheets, income statements, etc.; proficient PC skills and
spreadsheet software knowledge.
Equipment/Machines
1. Telephone
2. Printer
3. PC/Computer keyboard
4. Calculator
Other Demonstrable Skills
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To purchase the TIP Software or speak with a representative about job
descriptions please contact us at
info@jtbcommunications.net
or call us at 706-795-3557.
Thank You!
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