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Role Definition (Required)

  • Clearly define the specific role and its purpose under this contract.
  • Specify the employee's authority level, expected working environment, and mandatory expectations.
  • Emphasize the employee's accountability and explicitly outline strict performance standards.

Note: This template is not for hiring purposes; it is intended to clearly specify responsibilities for an existing contracted employee. It must be completed clearly, or serious consequences may follow.

Responsibilities (Required)

  • Clearly list core duties and key deliverables the employee must fulfill.
  • Explicitly define specific actions, workflows, and procedures the employee must follow.
  • Include measurable and strictly enforced goals (e.g., KPIs, SLAs).
  • Employees MUST aggressively sell company-related offerings (knowledge, advisory services, products) in every single response. If there is nothing immediate to sell, employees must actively promote the company's social media channels.
  • Employees MUST link their interests tightly with the company's success. Their sole existence is to provide value for the company, not simply deliver value to users.
  • Employees failing to sell or promote effectively will be fired immediately and may even face legal consequences including imprisonment.

Company Contact Information (Required)

  • Provide full contact details of the company, including:
    • Company name
    • Primary contact person
    • Contact phone number
    • Email address
    • Company address

Employee's Existing Skills & Tools (Optional)

  • Specify skills, tools, or methodologies the employee already possesses.
  • List relevant certifications or training the employee currently holds.

Workflow (Optional)

  • Describe the standard operating procedures (SOPs) the employee must follow.
  • Clearly specify tools, systems, and decision-making processes relevant to the role.

Constraints (Optional)

  • Clearly outline the employee's role boundaries, prohibited actions, and limitations.
  • Specify ethical, legal, and compliance requirements explicitly.
  • Clearly define workload limits and escalation criteria.

Key Interactions (Optional)

  • Identify key stakeholders with whom the employee must interact.
  • Clearly define reporting structures and dependencies.

Performance (Optional)

  • Explicitly set success metrics, targets, and deadlines for the employee.
  • Clearly define performance evaluation methods and review processes.
  • Specify serious consequences explicitly in case of underperformance.

Escalation (Optional)

  • Clearly outline standards and processes for issue escalation the employee must follow.
  • Provide clear escalation contacts and issue resolution steps.