RECOMMENDATIONS

Alysha Henderson
TABLE OF CONTENTS
Recommendations .......................................................................................................................... 1

Welcome Letter .......................................................................................................................... 2

Vision Statement ......................................................................................................................... 3

Mission Statement ...................................................................................................................... 4

Values Statement ........................................................................................................................ 5

Job Descriptions .......................................................................................................................... 6

RECOMMENDATIONS
After working with Front Street Clinic for the last few months, I wanted to provide some general
recommendations of things to create for the company should they choose to do so.

1
Welcome Letter
A welcome letter can be included at the front of an employee handbook for all new employees
to read. This letter adds a personal touch to the hiring process and creates a connection between
the owner(s) and the new employee. This letter should welcome the new employee to the team
and make them feel valued. Some things that you may want to include are a company history,
mission, vision, and values. Here is an example of a welcome letter from a small local company:

2
Vision Statement
A vision statement helps a company articulate its long-term goals and concepts and should be
considered when crafting new strategic approaches to business problems or service expansion.

A vision statement is intended to inspire and motivate the company's workforce by providing a
picture of where the organization is heading. It also provides a reality check for managers, who
can compare their strategic objectives and operational plans to the vision statement. If a planned
course of action doesn't move the company toward its vision, it may need to be revised.

A vision statement summarizes a company's long-term goals and overarching aspirations of what
it hopes to achieve or to become. Here are some examples of vision statements from large
companies:

− Disney: To make people happy

− IKEA: To create a better everyday life for the many people
− British Broadcasting Company (BBC): To be the most creative organization in the world
− Avon: To be the company that best understands and satisfies the product, service and
self-fulfillment needs of women—globally
− Sony Corporation: To be a company that inspires and fulfills your curiosity

The vision statement does not provide specific targets. Notice that each of the above examples
could apply to many different companies. Instead, the vision is a broad description of the value
a company provides. It is a visual image of what the company is trying to produce or become. It
should inspire people and motivate them to want to be involved with the company. Vision
statements should be clear and concise, usually not longer than a short paragraph.

3
Mission Statement
A mission statement helps employees understand where their contribution fits into the
company's objectives. The mission tells us what we’re doing today that will then take us where
we want to go in the future. Business owners can use this statement to remind their teams why
their company exists because this is what makes the company successful. By describing why the
organization exists, and where and how it will compete, the mission statement allows leaders to
define a coherent set of goals that fit together to support the mission.

A mission statement is a concise explanation of the company's reason for existence. It describes
the company's purpose and its overall intention. A company’s vision and mission statements
must support each other, but the mission statement is more specific. It defines how the
organization will be different from other organizations in its industry. Here are some examples
of mission statements from large companies:

− Adidas: We strive to be the global leader in the sporting goods industry with brands built
on a passion for sports and a sporting lifestyle.
− Amazon: We seek to be Earth’s most customer-centric company for four primary
customer sets: consumers, sellers, enterprises, and content creators.
− Google: To organize the world’s information and make it universally accessible and useful
− Honest Tea: To create and promote great-tasting, truly healthy, organic beverages
− Jet Blue Airways: To provide superior service in every aspect of our customer’s air travel
experience
− The New York Times: To enhance society by creating, collecting and distributing high-
quality news and information

Notice that each of these examples indicates where the organization will compete (what industry
it is in) and how it will compete (what it will do to be different from other organizations). The
mission statement conveys why the organization exists. It explains how it creates value for the
market or the larger community.

4
Values Statement
A values statement lists the core principles that guide and direct the company and its culture. In
a values-led company, the values create a moral compass for the company and its employees. It
guides decision-making and establishes a standard against which actions can be assessed. These
core values are an internalized framework that is shared and acted on by leadership. Values can
be presented in a list, a sentence, or even a short paragraph. When drafting a values statement,
questions to consider might include:

− What values are unique to our organization?

− What values should guide the operations of our company?
− What conduct should our employees uphold?

The values statement differs from both the vision and mission statements. The vision and mission
state where the company is going (vision) and what it will do to get there (mission). They direct
the efforts of people in the company toward common goals. The values statement defines what
the company believes in and how people in the organization are expected to behave—with each
other, with customers, and with other stakeholders.

However, managers cannot just create a values statement and expect it to be followed. For a
values statement to be effective, it must be reinforced at all levels of the company and must be
used to guide attitudes and actions. Companies with strong values follow their values even when
it may be easier not to.

5
Job Descriptions
Writing job descriptions is an important step in planning your staffing programs. They form the
foundation for many important processes such as job postings, recruitment, selection, setting
expectations, compensation, training, and performance management. Having a written
description accomplishes many important things that protect your business and your employees.
A good job description:

− Helps maximize dollars spent on employee compensation for the position by ensuring
experience, and skills needed for the job, are detailed and matched to prospective
applicants.
− Functions as a foundation for developing interview questions.
− Details information about the position that can be incorporated into “help wanted” ads.
− Discourages employees from refusing to do something because “it is not my job.”
− Provides a basis for employee reviews, salary increases, setting goals, and growth paths.
− Serves as legal documentation that can be useful in the event an employee files a
termination or discrimination lawsuit against the company.

An effective job description details the primary functions of the job, how the tasks will be carried
out, and the necessary skills needed to perform the job. It should anticipate employee growth
and potential problems with misunderstanding. That is, a job description is not just an analysis of
the position; it should also address potential questions about the position in the future. A job
description should include the following:

Job Title: clarifies the position, job title, and rank or level (if applicable).

Salary Range: list starting salary, mid-range, and high (maximum) salary for the position. You
should also include information about how employees may be eligible for additional
compensation (i.e., sales commissions, performance bonuses, annual raises, etc.)

Statement of Purpose and Objectives: a general statement, summarizing in three or four

sentences, the purpose or objective of the position.

6
Job Description: a detailed list of specific duties and tasks in their order of significance (the most
important duties should appear at the top of the list). This list should cover every activity that
will take 5% or more of the employee’s time and include any accountability the employee may
have for meeting certain objectives.

Description of Reporting Structure: this section provides a detailed description of any and all
roles the employee will hold. It should include their own supervisory roles (if any) as well as who
they are subordinate to directly and indirectly. If the employee is to work with other employees
or departments, include that information as well. It is helpful to include an organizational flow
chart that depicts all positions in the company and their hierarchy.

Experience and Skills: be as specific as possible when detailing the experience and skills required
to perform the job. For example, if the position requires the use of a computer, list the type of
software or hardware used to perform the job.

Description of Ideal Candidate: detail other strengths needed to perform the job such as “ability
to work with tight deadlines and multiple bosses.”

Work Location and Schedule: list the physical location of the job, the days and hours of the
position, and include any potential overtime that may be required to perform the job.