PPENDIX B

Sample Job Description and Person Specification

Sample 1 Assistant Principal - Civil Service Training and Development Centre

Job Description

The person(s) appointed will be expected to take part in some or all of the following:

Working as part of a team of trainers to implement the Civil Service Training and Development Framework Provision of advice and support to Departments on a wide range of training and development issues Managing in-service and external training activities including management of budgets Designing, organising and delivering training programmes and courses Supporting and facilitating the current range of Networks run by the CSTDC Working in partnership with Departments and Offices in identifying training needs and planning appropriate responses to address those needs Continuous learning in relation to best practice and new ideas in training and other aspects of staff development Managing and developing staff in the Civil Service Training and Development Centre Ongoing liaison with other service providers engaged in the delivery of training Such other functions as may from time to time be required to fulfil the business objectives of the CSTDC Candidates should note that on appointment, some travel may be required to deliver training in regional locations and when this occurs, appropriate travel and subsistence arrangements will apply.

Personal Requirements
Candidates for the post(s) will be expected to have:

Excellent communication and presentation skills A strong focus on quality customer service A thorough understanding and appreciation of the role of training and development in todays Civil Service Keen intelligence, reasoning powers, imagination and judgement An aptitude for analytical thought A proven record of willingness to take the initiative and adopt a proactive approach. Good motivational skills and be capable of working well on ones own or as a member of a team Team leadership skills Proven management skills Planning and organisational skills.

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Need a job description template to simplify the process of developing a job description? This job description template provides a guide for you to use to develop your own job descriptions for your organization. Find a useful job description template. How to Develop Job Descriptions Need reasons to spend the time developing job descriptions? There are reasons why an employer might want to develop job descriptions - and reasons why employees want them. Find out. Why Effective Job Descriptions Make Business Sense Want to recognize the power of job descriptions in providing clear expectations for employees? Approached effectively, they are great for your business. See why. Job Analysis A job analysis is the process used to collect information about the duties, responsibilities, necessary skills, outcomes, and work environment of a particular job. You need as much data as possible to put together a job description, which is the frequent outcome of the job analysis. Job Plans: Employee Owned Job Descriptions Need an employee and company friendly way to keep employee job descriptions, goals, and plans up-to-date without Human Resources intervention? Consider a job plan. Owned by the employee in conjunction with and negotiated with his or her manager, the job plan solves the most frequent problems organizations experience with job descriptions. Job Specification A job specification describes the knowledge, skills, education, experience, and abilities you believe are essential to performing a particular job. The job specification is developed from the job analysis. Ideally, also developed from a detailed job description, the job specification describes the person you want to hire for a particular job. ... Make Job Descriptions Easy for Employers How you approach job decriptions in your organization can make all of the difference in whether they are kept upto-date and owned by the employees. Here's a recommended approach to maintaining job descriptions. Job Specification Sample: Human Resources Director This sample job specification for a human resources director provides an example of a job specification. See a sample job specification for a human resources director that describes education, experience, characteristics, skills, knowledge, and an overview of the job requirements. Job Specification Sample: Marketing Manager This sample job specification for a marketing manager provides an example of a job specification. See this sample job specification for a marketing manager. Job Descriptions Need a definition for job description? This definition highlights the components of an effective job description. Bio-Tech Job Descriptions These general, not detailed, job descriptions describe the jobs available in the emerging field of bio-technology.

Dictionary Of Occupational Titles Index You will find these many job titles useful in forming and describing jobs. The A-Z Index makes job titles and descriptions easy to find. Available formerly on the DOT Web site on which the list was last updated in 1991, here is the current list of available job descriptions.

ob Description Template
Use This Job Description Template to Develop Job Descriptions
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Want More Information About Job Descriptions? How to Develop a Job Description Human Resources Assistant Human Resources Generalist Human Resources Manager Human Resources Recruiter

Job Description Template Need a job description template to simplify the process of developing a job description? This job description template provides a guide for you to use to develop your own job descriptions for your organization. Here's a useful job description template to give you a starting point when writing job descriptions. The job descriptions listed above were built from this job description template, so you may want to reviw them as examples for each section. Title of Job

Position Description: Write a one sentence description of what the positon does within your organization. Example: The Human Resources Manager guides and manages the overall provision of Human Resources services, policies, and programs. Major Areas of Responsibility Use bullet points to list the major areas covered by your job. For example, a Human Resources Manager might list responsibilities that include, but are not comprehensive, such as these. Major areas of responsibility include: Develop the Human resources department Advising managers about issues relating to managing people Employee orientation, development, and training Performance management and improvement systems Organization development Employment and compliance to regulatory concerns Policy development and documentation

Primary Objectives: Beyond what the person in the position actually does, list the primary goals and objectives of the position for its overall contribution to the organization. For example, a Human Resources Manager might list items such as these: Promote the safety and health of the workforce. Develop a superior workforce. Develop the Human Resources Department. Develop an employee-oriented company culture that emphasizes quality, continuous improvement, and high performance. Specific Responsibilities of the Job Take each of the items listed in the Major Areas of Responsibility and flesh out the details. Start by using the listed major area of responsibility and add the details necessary to make job expectations and products clear in each major area of responsibility. For example, an HR manager might detail a responsibility, Development of the Human Resources Department, like this: Development of the Human Resources Department Oversees the implementation of Human Resources programs through Human Resources staff. Monitors administration to established standards and procedures. Identifies opportunities for improvement and resolves any discrepancies. Oversees and manages the work of reporting Human Resources staff. Encourages the ongoing development of the Human Resources staff. Develops and monitors an annual budget that includes Human Resources services, employee recognition, sports teams support, company philanthropic giving, and administration. Selects and supervises Human Resources consultants, attorneys, and training specialists, and coordinates company use of insurance brokers, insurance carriers, pension administrators, and other outside sources. Conducts a continuing study of all Human Resources policies, programs, and practices to keep management informed of new developments. Leads the development of department goals, objectives, and systems. Establishes departmental measurements that support the accomplishment of thecompanys strategic goals. Directs the preparation and maintenance of such reports as are necessary to carry out the functions of the department. Prepares periodic reports for management, as necessary or requested, to track strategic goal accomplishment. Develops and administers programs, procedures, and guidelines to help align the workforce with the strategic goals of the company. Participates in executive, management, and company staff meetings and attends other meetings and seminars. With the CEO and CFO, annually plans the companys philanthropic and charitable giving.

Required Knowledge, Skills, and Abilities In this section of the job description, list each essential responsibility that the job holder must be able to perform satisfactorily to do the job successfully. Note that these requirements are representative, but not all-inclusive, of the knowledge, skill, and ability required to perform this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Job Requirements Broad knowledge and experience in: Above average skills in: Excellent skills in: Demonstrated ability to: Demonstrated ability to: Demonstrated ability to: General knowledge of: Experience in: Other:

Education and Experience Degree or equivalent experience: Years of experience: Specialized training in: Active affiliations: Other requirements (certifications and so forth):

Physical Demands These physical demands are representative of the physical requirements necessary for an employee to successfully perform the essential functions of the job. Reasonable accommodation can be made to enable people with disabilities to perform the described essential functions.

Example: While performing the responsibilities of the job, the employee is required to talk and hear. The employee is often required to sit and use their hands and fingers, to handle or feel. The employee is occasionally required to stand, walk, reach with arms and hands, climb or balance, and to stoop, kneel, crouch or crawl. Vision abilities required by this job include close vision. Work Environment Example: While performing the responsibilities of the job, these work environment characteristics are representative of the environment the job holder will encounter. Reasonable accommodations may be made to enable people with disabilities to perform the essential functions of the job. While performing the duties of this job, the employee is occasionally exposed to moving mechanical parts and vehicles. The noise level in the work environment is usually quiet to moderate. Conclusion This job description is intended to convey information essential to understanding the scope of the job and the general nature and level of work performed by job holders within this job. But, this job description is not intended to be an exhaustive list of qualifications, skills, efforts, duties, responsibilities or working conditions associated with the position. Disclaimer Please Note: Susan Heathfield makes every effort to offer accurate, common-sense, ethical Human Resources management, employer, and workplace advice both on this website, and linked to from this website, but she is not an attorney, and the content on the site, while authoritative, is not guaranteed for accuracy and legality, and is not to be construed as legal advice. The site has a world-wide audience and employment laws and regulations vary from state to state and country to country, so the site cannot be definitive on all of them for your workplace. When in doubt, always seek legal counsel or assistance from State, Federal, or International governmental resources, to make certain your legal interpretation and decisions are correct. The information on this site is for guidance, ideas, and assistance only.

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Job Specification Sample: Marketing Manager

See a Sample Job Specification for a Marketing Manager
By Susan M. Heathfield, About.com Guide

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Education - Marketing Manager: Bachelors Degree in Marketing or a related field required. Masters in Business or Marketing preferred.

Required Skills, Knowledge and Characteristics - Marketing Manager: These are the most important qualifications of the individual selected as the marketing manager.

Strong effective communicator. Highly developed, demonstrated teamwork skills. Ability to coordinate the efforts of a large team of diverse creative employees. Demonstrated ability to increase productivity and continuously improve methods, approaches, and departmental contribution. Commitment to continuous learning. Expert in Internet and social media strategy with a demonstrated track record. Demonstrated effectiveness in holding conversations with customers, customer evangelism, and customerfocused product development and outreach. Demonstrated ability to see the big picture and provide useful advice and input across the company. Ability to lead in an environment of constant change. Experience working in a flexible, employee empowering work environment. Structured or large company experience will not work here. Familiarity and skill with the tools of the trade in marketing including PR, written communication, website development, market research, product packaging, Microsoft software suite of products, visal communication software products, and creative services.

Experience managing external PR and communication consulting firms and contractors. Experience in the global marketplace is a plus.

High Level Overview of Job Requirements - Marketing Manager: The selected marketing manager must be able to perform effectively in each of these areas: Researching and evaluating new product opportunities, demand for potential products, and customer needs and insights. Overall marketing strategy and execution of plans for the existing products. Working with product development teams to manage new product development. Managing launch campaigns for new products. Managing distribution channels for products. Ensuring effective, branded marketing communications including the company website, print communication, and advertising. Managing media and marketing staff and external PR agencies. Analysis of the effectiveness of all marketing efforts.

Job Specification Sample: Human Resources Director

By Susan M. Heathfield, About.com Guide

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Education - Human Resources Director: Bachelors Degree in Human Resources, Business, or a related field required. Masters in Business or Human Resources Management or a related field preferred. J.D. a plus. SPHR designation will receive consideration, but is not required.

Required Skills, Knowledge and Characteristics - Human Resources Director:

These are the most important qualifications of the individual selected as the human resources director. Strong effective communicator in writing, business presentations and in interpersonal communication. Highly developed, demonstrated teamwork skills. Demonstrates a high degree of confidentiality and unusual common sense. Able to direct the efforts of a team of diverse human resources professionals. Demonstrated ability to increase productivity and continuously improve methods, approaches, and departmental contribution while being cost-sensitive. Commitment to continuous learning. Expert in employment law and employee relations and communication. Demonstrated ability to see the big picture and provide useful and strategic advice and input across the company and on the senior executive team. Ability to lead in an environment of constant change. Experience working in a flexible, employee empowering work environment. Structured or large company experience will not work here. Familiarity and skill with the tools of the trade in human resources including HRIS, Microsoft Office suite of products, file management, and benefits administration. Experience in organization development and change management. Experience in multiple locations and globally is a plus.

High Level Overview of Job Requirements - Human Resources Director: The selected human resources director must be able to perform effectively in each of these areas: Guides and manages the overall provision of Human Resources services, policies, and programs for the entire company. Overall talent management strategy including workforce planning; recruiting; hiring; training and development; performance planning, management, and improvement; and succession planning. Organization development, change management initiatives, and company-wide environment for employees. Oversee employment law compliance and compliance to regulatory concerns. Demonstrated proficiency in policy development, documentation, and implementation. Oversees employee safety, welfare, wellness and health. Responsible for community outreach and communication, and charitable giving. Managing external employment agencies, recruiters, and temporary staffing agencies. Analysis of the effectiveness of all human resources efforts.