The Halogen Job Description Process began on March 20 and ends on April 10. 

During this time period, supervisors and employees will be reviewing, editing, approving, and signing-off on job descriptions. The Halogen system will send notifications to staff when tasks are due. 

A total of 316 job descriptions are in the process for review.  As of Monday 43 (14%) were completed and 273 (86%) are pending. Staff who haven’t yet heard from their supervisor or received a notification from the Halogen system, should expect to soon. Timely completion of the process is appreciated and necessary, in order for Human Resources to open the performance appraisal process on time. If all goes well, HR anticipates that this will happen on or around April 16.

Scheduled dates of the Halogen processes are:

  • Job description process:  March 20 – April 10
  • Performance appraisal process:  April 16- May 31

A document outlining the steps and timelines for the Halogen processes is available here.

Questions or request for assistance (such as login help) may be directed to HR at 269-4818 or email hr[at]grinnell[dot]edu.

The Importance of Job Descriptions

So, why is it so important to have a current job description?  Here are a few reasons:

  • Performance management. Clear job responsibilities define performance expectations and aid in developing goals. 
  • Professional development. Knowledge of the educational background, skills and abilities required for positions helps identify training and development needs for employee job growth or promotion.
  • Recognition and rewards. Serving as a baseline for performance, the job description is a tool to recognize when an employee goes “above and beyond” what is normally required.
  • Compensation. Comparison of job descriptions, both internally and with available labor market data, informs the placement of positions within the overall compensation structure. 
  • Return-to-work, accommodations, and disability benefits. Properly defined essential job responsibilities, mental, cognitive and physical requirements, and work environment conditions, helps assess ways to return an employee from an illness or injury, accommodate individuals with disabilities, or determine eligibility for short or long-term disability benefits.
  • Recruitment and orientation. Job descriptions are necessary for creating job advertisements and appropriate interview questions.  They provide information to candidates and serve as guide for orientation when hired.


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