CASE in Point CASE Tools and Resources Did you know? CASE has tools and practice guidelines to help firms deal with a wide variety of business scenarios that structural
engineering firms face daily. Whether your firm needs to establish a new Quality Assurance Program, update its risk management program, or keep track of the skills engineers are learning at each level of experience – CASE has the tools you need! The following documents/templates are recommended to review/use if your firm needs to update its current Quality Assurance Program, or incorporate a new program into the firm culture: 962-A: National Practice Guidelines for the Structural Engineer of Record 962-B: National Practice Guideline for Specialty Structural Engineers 962-C: Guidelines for International Building Code Mandated Special Inspections and Tests and Quality Assurance 962-D: Guideline Addressing Coordination and Completeness of Structural Construction Documents Tool 1-2: Developing a Culture of Quality Tool 2-4: Project Risk Management Plan Tool 4-2: Project Kick-off Meeting Agenda Tool 4-4: Phone Conversation Log Tool 9-2: Quality Assurance Plan Tool 10-2: Construction Administration Log Tool 2-1: Risk Evaluation Checklist Tool 4-1: Status Report Template Tool 4-3: Sample Correspondence Letters Tool 4-5: Project Communication Matrix Tool 10-1: Site Visit Cards
CASE Tool 2-6: Structural Engineer Job Descriptions When targeted to people outside the firm, well written job descriptions entice the most qualified people to apply with your firm. To get the most qualified candidates, list both quantitative and qualitative requirements such as experience, education, and desired personality traits. These types of qualifications help to eliminate undesirable candidates. When targeted to people inside the firm, job descriptions can be utilized as a powerful management tool. The details contained in a well written job description form the basis for developing a clear understanding between the employee and the manager of what is expected of the employee. Managers can also use the terms in the job description to determine how the employee performed when conducting performance appraisals. The criteria used for performance evaluations ideally would match the expectations listed in the employee’s job description. The job description for the position above the employee’s current position can be used to explain what is required for that person to earn a promotion. The job descriptions contained within this tool are intended to be used as a template to create job descriptions specific to your firm. Word files are provided with detailed descriptions, along with a matrix with abbreviated descriptions when comparing engineering levels. You can purchase these and the other Risk Management Tools at www.acec.org/bookstore.
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