Our job descriptions do not reflect this.
Our industry is fast-paced, and most Assistants are picking up new skills frequently. Unless the previous Assistant has failed spectacularly, the job description is not updated. Organisations rarely start again with a job description because mostly they want someone similar in the role. When a job description is posted, it is often based on the incumbent Assistant or the Assistant before that.
Looking at our profession and the challenges we face, do incoherent job descriptions add to the industry’s lack of recognition and reward?Īs I said, there are more questions than answers when it comes to an Assistant’s job description! Without a real understanding of what our manager’s want from us, how can we perform well from the very first day? So with such generic and often vague job descriptions, how do Assistants understand what is expected of them and then meet and exceed those expectations? In many instances, we have to read between the lines to understand the role requirements, or we have to seek clarification once we are employed in the position.
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They can also list what should be achieved by an Assistant without much detail on how to go about it. How flexible does an Assistant need to be, and what does “juggling multiple priorities” really involve?Īlong with these generic phrases, Assistants’ job descriptions can also be poorly written, focusing on a standard set of skills rather than real role responsibilities. What does “and anything else that might be needed” actually mean? More often than not, job descriptions for Assistants are sketchy at best, leaving us with more questions than answers. Where do you start? Reviewing your Assistant job description This Performance Reviews for Assistants article will cover: Last but least, we will point you in the right direction for goal setting and objectives for Executive and Personal Assistants. We will then cover both the annual review and your mid-year reviews. To ensure Assistants make the most of their review, we will start with the basics, and that is the job description for Assistants. This article will take you through each step of the performance review or appraisal process for Executive Assistants and Personal Assistants. So you should use your performance review to shout from the rooftops about HOW GREAT YOU ARE! It is easy to overlook the Assistant in the office that makes everything run smoothly, especially if your manager is incredibly busy.īut do remember that Assistants are an asset to their organisation. In their mind, it just happens, but a good Assistant is always busy working behind the scenes.
The main reason for this is because everything runs smoothly in the office, the stationery cupboard is always stocked, the printer still has paper, board reports and presentation slides magically appear on their desk ready for them to take to their meeting. But overall, they didn’t know what the day-to-day involved. Some Executives I’ve worked for have quite often no idea what I do with my day.Īssistants look after the diaries and schedule meetings. So why do we put ourselves through this process every year? But, and critically, not having a performance review didn’t make any difference to my role or my remuneration package. Now you may think this is a terrible thing and an example of bad management. In one role, I didn’t even have objectives.
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In my first full-time job, I had quarterly performance reviews with my manager, half-yearly appraisals and at the end of every year, a full review and 360° feedback with my team. One area that seems to change notably from job to job is remuneration and performance reviews for Assistants.
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