Compose a draft position description that:
- Describes the job - not the person in it
- Describes what the job is - not what it was, will be next year, might be or ought to be
- Specifies the whole job
- Makes no explicit or implicit reference to the sex of the position holder.
The position description contains various components including:
- Job Purpose: a concise statement that makes clear the overall and broad objective of the job and avoids detail
- Duties: the major responsibilities and roles required of the position
- Statistics: measurable statistics such as budgets, volume of work, value of assets controlled and number of staff
- Reporting Relationships: supervisor's position and positions reporting to the jobholder
- Principal Accountability: all the expected key outputs - end results of the job - not duties or activities (ie. the what - not the "how")
- Grouping Accountability: areas of accountability are the main areas of things that get done. Group things together. For example, 'staff management' activities such as train staff, delegate, appraise staff
- Number of Accountability: usually 4 to 8 statements but fewer in lower level jobs
- Minimum Education Required: educational level or name of qualification, either essential or desirable, required for the job
- Selection Criteria: the basis upon which applicants will be assessed. Includes qualifications, experience, and skills that are essential for competent performance in the job.
- Review the position description and have someone knowledgeable about the job review the description. Revise as appropriate.
- Have somebody unfamiliar with the job review the description for clarity. Revise as appropriate.
- Finalize the position description, obtain the necessary approval and submit to Human Resources for evaluation and processing.