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Job Rotation Checklist

This document provides a checklist for establishing a job rotation program. It outlines objectives for job rotation such as increasing growth opportunities, determining employee fit for other positions, and improving customer service. It also addresses logistics like which jobs will participate, how long rotations will last, who will provide training, and how success will be measured. The goal is to design a program that boosts skills, engagement, and communication while meeting organizational needs.

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Mohamed Saad
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130 views2 pages

Job Rotation Checklist

This document provides a checklist for establishing a job rotation program. It outlines objectives for job rotation such as increasing growth opportunities, determining employee fit for other positions, and improving customer service. It also addresses logistics like which jobs will participate, how long rotations will last, who will provide training, and how success will be measured. The goal is to design a program that boosts skills, engagement, and communication while meeting organizational needs.

Uploaded by

Mohamed Saad
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
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Human Resources: Job Structure and Design

with Catherine Mattice Zundel

Job Rotation Checklist


What is your objective for a job rotation program? (Check all that apply.)

Reduce monotony or boredom


Increase professional growth opportunities
Groom employees to promote from within
Determine “fit” for positions
Ready employees to support an organizational change
Build bench strength (ensure more than one person can perform a task)
Give employees a broader understanding of the business
Cut hiring costs by giving people additional skills to fill gaps
Increase employee satisfaction
Raise morale
Improve attendance/decrease absenteeism
Boost interdepartmental communication
Encourage teamwork
Increase physical health (change up the muscles being used throughout the day)
Improve customer service

Is leadership supportive of this initiative?


Yes/no
If no, create a plan to demonstrate return on investment for job rotation. If you have data from an
employee satisfaction or employee engagement survey, present that here.

What jobs will participate in the rotation program? What are the most critical
skills/tasks a rotator should learn while in that position?

Position What a rotator should learn

1.

2.

3.

4.

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Who will do the training? How will you know the training is effective?

How will you assess what people already know before taking on that position?
How will you assess they’ve learned the critical skills/tasks after the rotation is
over? What results are rotators expected to get, if any?

What are the logistics of rotating?


• Will people still do their own job in addition to the new one?
• How many people will participate in the program at a time? (Consider workload,
training needs as people rotate, customers, processes, and other factors.)
• How many job rotations will happen simultaneously?
• How long will a rotation last? (This may vary by role.)

How will you communicate about the program?


• ● How will you communicate about the selection process?
• ● How will you communicate the benefits?
• ● How will you keep communication about progress flowing during the rotation?
• ● How often will there be check-ins?

How will you measure success of the overall program?


What is the anticipated benefit, and how will you measure it?

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