Job description
The job description should:
- give potential candidates a clear idea of what they would be expected to do
- ensure that the post fits into a clear and workable organisational chart
Your organisation may have standard job descriptions or a format for preparing them which you can use. If they do not, consider the following headings:
- Job title
- Office
- Start date
- Contract length
- Salary range
- Special allowances for post
- Reporting to
- Job purpose
- Job aim
- Total number of staff managed
- Number of staff directly managed
- Financial responsibility/authority
- Principal duties
(maximum 10?)
- Estimate % time on each if possible
- Include indicators which will show that duty is being carried out
Change and flexibility
It is difficult to produce a definitive and permanent list of all the duties as the post and the programme will develop over time. A standard clause reminding candidates of this may be helpful, for example:
Given the nature of the work, staff are expected to be flexible and may be asked to carry out duties which are not specifically listed above. The job description may be revised after discussion between the staff member and the organisation.
This page was last updated by Phil Wilks on 28 April 2010 at 12:14:45 (2 years ago).
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