Professional Documents
Culture Documents
1-Form Job Description
1-Form Job Description
2 JOB PURPOSE
Job purpose is a short and accurate statement of WHY the job exists
It should summarize the overall role of the job from the organization’s point of view, and one sentence should normally be adequate for this
This section is not meant to give extensive job detail, but acts as an introduction, a “thumbnail sketch” of the job.
The following three component format is an effective means of articulating the job purpose. The job purpose can be created by answering the
following three questions:
1. What does the job holder do ?
2. What does it effect or provides ?
3. Why does the job holder do it ?
Example --
-Job Title : Production Shift Supervisor
-Job Purpose Statement: "Supervise a production team in the plant to achieve output targets within set safety & quality standards, and within
agreed or reduced costs"
-Break-up as per the 3-component format :
1. What does the job holder do -- "Supervise"
2. What does it effect or provides -- "a production team in the plant"
3. Why does the job holder do it -- "to achieve output targets within set safety & quality standards, and within agreed or reduced costs"
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3 DIMENSIONS
This section records the significant quantities on which the job has some direct or indirect impact. It provides numerical data, which give a feeling
for the scope and scale of the job. The three broad kinds of quantitative data that are required are:
1. Financial --useful quantities include annual budgets, project costs, annual revenue, sales turnover, etc.
2. Staff -- the number of subordinates reporting (1) directly and (2) indirectly to you
3. Other -- these will vary depending on the job, but may indicate some of the significant volumes associated with the job, e.g. the number of
accounts for a sales job, the number of calls received for a receptionist; project responsibilities (e.g. simultaneously responsible for 3 projects of 3
months duration); regional responsibilities (e.g. responsible for marketing in South East Asia region)
Point to note:
- Accuracy of definition is more important than exactness in figures. Thus:
iii) 2006 Total department budget (Staff, Overheads, Expenses): Rs. 400,000
4 PRINCIPAL ACCOUNTABILITIES
Principal accountabilities identify clearly, the major parts of the work for which the job holder is accountable. This involves identifying the most
significant responsibilities of the job which have a clear end result for the achievement of which, the job holder will be held accountable. They
answer the question "What are the main areas in which this job must get results in order to achieve its purpose?"
Note in particular:
- Taken together, accountability statements represent all the key outputs of the job
- Accountability statements focus on results, not duties or activities. They tell the "what", not the "how";
- Accountability statements are different to a list of tasks, actions and duties, because a whole series of these can contribute to one end result
- Accountability statements are timeless, i.e. They do not change unless the job the job itself is changed in a fundamental way
- Each accountability statement is distinct from the rest, and describes an explicit area in which results must be achieved by the job holder's action
- Accountability statements suggest measures which could determine whether they are being met
- Experience shows that for most jobs between four and eight Principal Accountabilities will be sufficient to identify all the key outputs associated
with the job
- Each statement should consist of one sentence in this form:
Key Responsibility Expected End Result Major Activities % of time spent Performance measures
Key Responsibility -- "Forecasting hardware capacity needs and directing subordinates in the installation of equipment"
Expected End Result -- "To ensure availability of hardware equipment at all times"
Major Activities --
(i) Maintaining service record of all hardware equipments in plant
(ii) Interacting with department heads and collecting information for hardware capacity increase/ upgradation as decided in annual plan
(iii) Collating and analyzing the information so collected to forecast hardware capacity needs for each department
(iv) Sharing forecasted plan with department heads and getting sign-off
(v) Procuring equipments as per plan and getting them installed
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5 MAJOR CHALLENGES
Statements under this heading:
-Provide information on difficulty of the job
-Show complexity of the job
-Describe problems faced on the job
The following questions can be used to guide your thinking in articulating the major challenges:
1. What are the most complex issues faced on this job?
2. What are the critical aspects of this job that must be handled with exceptional care?
3. What serious problems can arise from this job?
4. What can be done to prevent these problems from arising?
5. What can be done to minimize the impact of problems that have arisen?
Example --
"To maintain sufficient stock for office use within limited storage space. This is ensured by accurate monitoring and planning of stock and
prioritizing the use of storage space"
6 KEY DECISIONS
Statements under this heading give an indication of the authority the jobholder is given. Key decisions made by a job holder fall under the following
two categories:
1. Typical decisions made by this position
2. Recommendations made by this position for superior’s decision
Example--
Typical decisions made by this position:
(i) "Respond to customers’ needs/ complaints and decide on appropriate course of action regarding timely delivery of goods"
(ii) "Planning and execution of delivery schedule"
Recommendations made by this position for superior’s decision:
(i) "Replacement of defective goods"
(ii) "Hiring and dismissal of delivery men"
7 KEY INTERACTIONS
This information concerns the roles with whom the jobholder interacts during normal execution of work. It indicates the main contacts of the job
holder both within (internal) and outside (external) the organization and the share of time spent between the two. Do not include your immediate
superior or your subordinates in your interactions.
Point to note:
- DO NOT simply describe the jobholder’s own qualifications/experience. Describe the job requirements, as if you were listing requirements that
would be included in a recruitment advertisement
Example --
Educational Qualifications -- "A recognized basic degree or equivalent professional qualifications in any field. Desirable specialization could be in
mass communication"
Professional Experience -- "A minimum of 10 - 12 years working experience in Corporate Public Relations in a medium-sized company, preferably
in a listed company. Of these, 5 years should be at middle management, with managerial responsibilities"
Personal Characteristics and Behaviors -- "Strong interpersonal skills, good communication skills"
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Role Analysis Template
(Please read attached guidance notes before completion)
Functionally Administratively
Please indicate the role whom you
report to in your current role
Approved By
Role Written by:
(Immediate superior)
Draw an organization chart that shows clearly your job, your immediate manager, colleagues who also report to your manager, and your subordinates. (Please fill
only job titles and not names of role holders)
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04 Section Four : Principal Accountabilities
List the expected end results that must be achieved in order to fulfill your job purpose and the activities that help in achieving these results. (Please mention % of
time spent in achieving each expected end result and not for each activity done to achieve the end result)
4.1
4.2
4.3
4.4
4.5
4.6
4.7
4.8
4.9
4.10
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10 Validation Comments by Head of Department
Please validate this role description for (i) the accuracy and (ii) completeness of its content based on your understanding of the role as it exists today. Please
provide appropriate corrective comments wherever required. For each comment that you provide, please indicate the section of role description to which it is
directed
Section
Comments
No. Title
2 Job Purpose
3 Principal Accountabilities
4 Key Interactions
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