When asked about job descriptions, several EDOs said they either don't have one, or that the one they have does not reflect what they do. EDOs had the following to say about their job descriptions and performance appraisals:
"The job changes so much it is hard to describe or to make realistic work plans. Sometimes it is difficult to know what you are supposed to be doing or when to do it. Although this is often up to you, much of what is needed is beyond your control. There's not much you can do when you are waiting for funding or financial approval. Sometimes people get enthused about something and you do a great deal of work on it - and then it doesn't fly. Other times, with very little effort, something major lands and you are busy trying to keep up. It is hard to measure what an EDO does."
"Whether it is right or wrong, people evaluate the EDO simply by the number of jobs they get going or the amount of grants or money they bring in. But much of what an EDO does cannot be measure that way. Many of the things that are done by the EDO are not visible or at least they cannot be seen by the community."
Most EDOs agree that having a job description is a good start, even if the activities change a great deal throughout the year. They would like to know what is expected (and what can realistically be accomplished) as well as having a way to assess their performance.
It would be helpful, they say, to be able to discuss results, even when the results are not all that tangible. That way, each year it would be possible to sit down with their bosses and look at what went well, what didn't (and why) and what needs to be improved.
EDOs say they require very little to do their jobs. When asked, they said they need an office, a cell phone, transportation and some clear direction. They need to know what's in and what's out of bounds related to their work, who to report to and when - and then they need to be able to go ahead and do their jobs.