Job Descriptions - "A quality job description is the secret to effective recruitment"

Job descriptions improve an organisation's ability to manage people and roles in the following ways:

• clarifies employer expectations for employee
• provides basis of measuring job performance
• provides clear description of role for job candidates
• provides a structure and discipline for the company to understand and structure all jobs and ensure necessary activities, duties and responsibilities are covered by one job or another
• provides continuity of role parameters irrespective of manager interpretation
• enables pay and grading systems to be structured fairly and logically
• prevents arbitrary interpretation of role content and limit by employee / employer and manager
• essential reference tool in issues of employee/employer dispute
• essential reference tool for discipline issues
• provides important reference points for training and development areas
• provides neutral and objective reference points for appraisals, performance reviews and counselling
• enables formulation of skill /behaviour set requirements per role
• enables organisations to structure and manage roles in a uniform way, thus increasing efficiency and effectiveness of recruitment, training and development, organisational structure, work flow and activities, customer service, etc
• enables factual view to be taken by employees and managers in career progression and succession planning

You may have additional views and ideas, as no list can hope to cover every eventuality. This is only a guide and whilst we endeavour to maintain the sites relevance and ensure it is up to date, please take note of the legal disclaimer as this is a self help tool for use within the UK.

Be very careful to adhere to relevant employment and discrimination laws when compiling job descriptions, job adverts and person-profiles. In the UK this means that you must not specify a preference according to gender, race, creed, religion, or physical ability. If you find yourself writing a job description with a bias in any of these areas you should ask yourself why, as none can be justified. The tool will give you hints as you go along about the matters to be considered.

In the UK Company directors have personal liability for the activities of their organizations. Aside from their functional responsibilities, this accountability should be included in some way in a director's job description. Clarity is vital. People and employers need to have a clear, mutual agreement about the expectations for the job and the job description is a key instrument by which this is achieved. If appointing a new director we strongly urge you to make use of free booklets issued by Companies House and to refer to such documents in the letter of appointment.