Job Descriptions and Person Specifications

APPRECIATE THE NEED FOR JOB DESCRIPTIONS AND PERSON SPECIFICATIONS

UNDERSTAND THE KEY COMPONENTS

KNOW HOW TO WRITE THEM

PRODUCE THEM MORE EFFICIENTLY

UNDERSTAND THE LEGAL ISSUES

CAN USE THEM EFFECTIVELY RECRUITMENT AND SELECTION, JOB EVALUATION AND PERFORMANCE MANAGEMENT

Why have them?

What are they used for?

Who should write them?

How do they link in with contracts of employment?

What's the difference between job descriptions and role profiles or accountability statements?

Classic job description structure

Strengths and weaknesses of the classic style

What style is appropriate for your organisation?

Examples

Job and role analysis

The right to change

The need to review and update

Practical exercise

Avoiding discrimination

Varying job descriptions

Relationship with contracts of employment

Classic structures

Strengths and weaknesses

Competency frameworks

Using job descriptions and person specifications for recruitment and selection

Relationship between role profiles and application forms, short-listing forms, interview forms, reference request forms, and exit interviews

Using job descriptions and person specifications for job evaluation

What is job evaluation?

Objectives

Equal Pay Act

Equal value considerations

Analytical v non-analytical types of job evaluation

Using role profiles, job descriptions and person specifications for performance management

Relationship between role profiles and delf-appraisal, training needs analysis, and formal appraisal