Radcom created standardized role descriptions and evaluation tools to support fair and transparent advancement within a municipal workforce.
Company Profile
Business Type: Government organization
Departments: Water, Wastewater, Service, Parks and Recreation
Workforce: Union technicians across multiple departments
Challenge: The city needed a transparent and repeatable process for advancement within union rules.
Problem
The promotion process lacked structure and consistency. Specifically, the process highlighted the following problems:
- All workers were classified under a single technician title, regardless of skill level.
- There was no clear differentiation between technician, skilled technician, and crew leader roles.
- Subjective decisions led to promotion disputes and union tension.
Solution Presented
Radcom developed a performance-based advancement framework for all technician roles:
- We created job descriptions for each level within all four departments.
- We clearly defined outputs, standards, and key tasks for each position .
- We developed evaluation tools with standardized rubrics to support objective scoring.
Process Executed
- Department managers met with Radcom to define accomplishments and performance expectations.
- Outputs were verified and categorized by department and role level.
- Supervisory skills were defined as the main difference between technician and skilled technician roles.
- Output profiles were developed with purpose, expectations, and advancement criteria.
- Evaluation checklists were designed to assess real-world output performance with scoring guidance.
Outcome
- Promotions were based on measurable outputs and observed supervisory behaviors.
- Evaluation tools enabled consistent scoring across departments.
- Union concerns were addressed by implementing a repeatable, fair system.
The city now promotes employees based on proven performance rather than subjective judgment.