Job descriptions go stale in about 14 months. A lighter way we keep them current

I manage reward operations for a pharmaceutical distributor in Brazil and Argentina, about 5,600 employees and 740 distinct job descriptions. We used to run a full review every three years. When I sampled 60 descriptions last year against what incumbents said they did, the ones older than 14 months were materially wrong more often than not.

We have replaced the big review with triggers. A description is reopened when the job is posted, when the reporting line changes, when an appeal is lodged, or when the manager changes. Otherwise it gets a two-question confirmation from the manager once a year: is this still accurate, and if not, what changed.

Roughly 35% are touched each year now, with far less effort. I'd like to know what triggers others use.