Origin of Sircula

One deliverable from another project we were involved in was to ensure all employees had up to date job descriptions. It was one of several criteria to ensure better working conditions for employees.

Sircula’s first investigation into job descriptions produced the following results:

  • Job descriptions are often used by employers.
  • It is seldom that an employer and employee sign an updated job description.
  • A contract and a job description are sometimes used as synonyms.
  • While some employers had implemented a set of job descriptions in the organisation, these amounted to a ‘general knowledge’ of what employees were required to do.
  • An employee cannot be expected to know about a change in their job description unless such a change is signed by the employee and employer.

The above results apply to 80-85% of employees. These employees generally do not have an up-to-date job description. Formal skills and performance assessments are not conducted, and employers neglect the training and development of these employees.

The top 15-20% of employees have up to date job descriptions and performance agreements.

The Sircula application can take your organisation to the next level

The Sircula application will help organisations to better manage their workforce, where training and development will lead to improved productivity and ultimately higher profit levels. To achieve this, the following are important:

  • An employee must have a currently updated, signed, and complete job description.
  • Training for impact, and not as an activity, must rely on a skills assessment.
  • To maximise training results, performance assessments are very important.
  • Regular performance assessments need supporting job-related communication for the period assessed.

The Sircula application will be explored through the following topics:

  • Description of terms used in Sircula.
  • Use of the term “Job Description”.
  • Why do we do a Skills Assessment?
  • Use of Skills Assessment data for individuals.
  • Use of Skills Assessment data for organisations.
  • Why conduct Performance Assessments?
  • Why performance assessments on all levels?
  • Performance Assessment: 3, 5, or 7 levels of performance.
  • Workplace communication.
  • Use of ‘task’ and ‘problem’ in the Sircula application context.