Job Description

Actually you should not wait until you have a vacancy before producing a job description. It is a useful tool to help manage the expectation of staff on an ongoing basis and given that job roles change and evolve, the best person to keep a job description up to date is incumbent job holder.

A job description is use document for supplying to prospective candidates to make them aware of the role they are applying for and will typically tend to have the following component

  1. Job Title
  2. Grade
  3. Span of Control ( Up / Down)
  4. Job Overview
  5. Main Responsibility
  6. Key Tasks
Review Team member's job description as a part of appraisal process. This helps to manage staff expectations as well as ensuring a job description is always available when recruitment need arises.

A job description is a list that a person might use for general tasks, or functions, and responsibilities of a position. It may often include to whom the position reports, specifications such as the qualifications or skills needed by the person in the job, or a salary range. Job descriptions are usually narrative, but some may instead comprise a simple list of competencies; for instance, strategic human resource planning methodologies may be used to develop a competency architecture for an organization, from which job descriptions are built as a shortlist of competencies

A job description is usually developed by conducting a job analysis, which includes examining the tasks and sequences of tasks necessary to perform the job. The analysis considers the areas of knowledge and skills needed for the job. A job usually includes several roles. The job description might be broadened to form a person specification or may be known as Terms Of Reference.

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