**Job Responsibilities Rubric** by Faith Meyer (3 min)

Video — Faith Explains the Rubric (2.5 min @ 1.5x)

The job responsibilities rubric is the single most effective tool my teams and I have used over the years — myself as COO, Acting CEO, and managing hundreds of direct reports (DRs). It takes a little time to create (~30 minutes) but once the rubric exists, it’s extremely easy to update and will evolve over time.

Job Responsibilities Rubric Templates

WHAT IT IS

• A powerful management tool for high-performing cultures that:
  • Supports effective check-in meetings, as well as transparency, accountability and clear/direct communication with your DRs
  • Lays the groundwork for positive engagement and seamless performance reviews
  • Helps clearly spell out what success looks like for your DRs in their roles
  • Is the result of years of experimenting on learnings and building on — the primary influences being The Management Center and Radical Candor.

THE GOAL

1. To use this rubric in your 1:1 (one-on-one) meetings with your direct reports.
2. To very clearly outline each component of your DR’s job responsibilities — ideally from day one. (Clear expectations build trust and motivation!)
3. To give a scale that you and your direct report can use to measure how they’re performing in each area. You’ll further build trust and motivation through collaboration, praise and clear/constructive feedback!

CREATING THE RUBRIC

• Look at the job posting you used to hire your DR. Consider including your org’s core values.
• Take the core responsibilities and any other key skills/traits/abilities/additional responsibilities they’ve been given, and lay them out in a grid like you see below.

https://lh4.googleusercontent.com/1lnJPZKkmV8QHxzA2midDW1qiTMvIjVxw5ok0Ew3fYey9oQyn8jm-2wueo2DYqkL1-didbH8UkiT52YekOLdv3KJFBc_HcazI3xjCRmAJuoDmpDI45ylOemYW5nGOvztBotgEFOJF76KOIzATpTtw5MBwRvCbBniBI3ZqM_uG3dy2XP8h0XV3xRyRx4-fg

GENERATING BUY-IN

• New Hires: Let your new hire know that you will both complete this rubric prior to all of your check-ins and formal reviews, and that it will evolve as they do.
• Current Employees: When you first introduce this rubric later in someone’s employment, it’s critical to communicate that it is NOT in any way a punishment.
  • You can say something like, “I want to do more to support your success. This will help us be sure we’re on the same page and get ahead of any challenges/problems that may arise as you grow and take on more.”
    • This rubric can provide effective support for PIPs as well.

USING THE RUBRIC

• Use during every 1:1 so the structure becomes second nature. Do not wait for formal reviews.
  • If that’s too frequent, try bi-weekly but no less than once per month. Remember: Consistency and clear communication build trust and get results!
• You and your DR should each fill out your own copy of your DR’s rubric prior to each 1:1.