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1 | P a g e Job Description & Specification.

Job analysis is the process of studying and collecting information relating to the operations and responsibilities of a specific job. The immediate products of this analysis are job descriptions and job specifications.

There are two outcomes of job analysis:-

1. Job Description.2. Job Specification.

Job Description is an important document, which is basically descriptive in nature and contains a statement of job Analysis. It provides both organizational informations (like location in structure, authority etc) and functional information (what the work is).

It gives information about the scope of job activities, major responsibilities and positioning of the job in the organization. This information gives the worker, analyst, and supervisor with a clear idea of what the worker must do to meet the demand of the job.

Job Specification translates the job description into terms of the human qualifications, which are required for performance of a job. They are intended to serve as a guide in hiring and job evaluation.

Job specification is a written statement of qualifications, traits, physical and mental characteristics that an individual must possess to perform the job duties and discharge responsibilities effectively.

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In this, job specification usually developed with the copersonnel department and various supervisors in the whole organization.

Though preparing job description & specification are not require legal perspective yet play a vital role in getting the desdata sets help in determining the necessity, worth & scope of a specific job.

Job Description.

Job Title

Job location.

Job Summary.

Working condition.

Job Duties.

Hazards.

Job Description & Specification.

specification usually developed with the co-operation of personnel department and various supervisors in the whole

preparing job description & specification are not require legal perspective yet play a vital role in getting the desired outcome. These data sets help in determining the necessity, worth & scope of a specific

Job Analysis.

Job Description.

Job Title

Job location.

Job Summary.

Working condition.

Job Duties.

Job Specification.

Qualifications.

Experience.

Training.

Skills.

Responsibilities


operation of personnel department and various supervisors in the whole

preparing job description & specification are not require legal ired outcome. These

data sets help in determining the necessity, worth & scope of a specific

Responsibilities.


Job is a collection of tasks that can be performed by a single employee to contribute to the production of some products or service provided by the organization. Each job has certain

ability recruitments (as well as certain rewards) associated with it. Job Description is the process used to identity these requirements.

Earnest Dale has developed the following hints for writing a good job description:

1) The job description should indicate the scope and nature of the work including all-important relationships.

2) The job description should be clear regarding the work of the position, duties etc.

3) More specific words should be selected to show:-

a) The kind of work

b) The degree of complexity

c) The degree of skill required

d) The extent to which problems are standardized

e) The extent of workers responsibility for each phase of the work

So we can conclude by saying that Job description provides the information about the type of job and not jobholders.


USES OF JOB DESCRIPTION:

Now we will see why job description is necessary in an organization,

There are several uses of job description, like

Preliminary drafts can be used as a basis for productive group discussion, particularly if the process starts at the executive level.

It helps in the development of job specification.

It acts as a tool during the orientation of new employees, to learn duties & responsibilities. It can act as a basic document used in developing performance standards.

CONTENTS OF JOB DESCRIPTION:

Following are the main content of a job description it usually consist of following details or data.

Job Description: A statement containing items such as

Job title / Job identification / organization position

Location

Job summary

Duties

Machines, tools and equipment

Materials and forms used

Supervision given or received

Working conditions

Hazards


Job identification or Organization Position: This includes the job title, alternative title, department, division and plant and code number of the job. The job title identifies and designates the job properly. The department, division etc., indicate the name of the department where it is situated and the location give the name of the place.

Job Summary: This serves two important purposes. First is it gives additional identification information when a job title is not adequate; and secondly it gives a summary about that particular job.

Job duties and responsibilities: This gives a total listing of duties together with some indication of the frequency of occurrence orpercentage of time devoted to each major duty. These two are regarded as the Hear of the Job.

Relation to other jobs: This gives the particular person to locate job in the organization by indicating the job immediately below or above in the job hierarchy.

Supervision: This will give an idea the number of person to be supervised along with their job titles and the extent of supervision.

Working Conditions: It gives us information about the environment in which a jobholder must work.


ADVANTAGES OF JOB DESCRIPTION:

There are 4 key advantages of job description:

1) Better Recruitment.2) Better Compensation Data.3) Legal Compliance.4) People Planning.

GENERAL AND SPECIFIC PURPOSE OF JOB DESCRIPTION:

Job description is all about collecting and recording basic job-related data that includes job title, job location, job summary, job duties, reporting information, working conditions, tools, machines and equipments to be used and hazards and risks involved in it. A job description may or may not have specific purpose. It depends on what HR managers want to determine and what is the objective of conducting the process of job analysis.

Job Description is a summary of job analysis findings that helps managers determine what an employee is supposed to do when onboard. The purpose of job description depends on the level of details the job findings include. Job description carried for general purpose typically involves job identification (title, designation, location) and a statement of duties and functions of a prospective or existing employee. A specifically carried job description includes detailed information about the kind of job, how it is supposed to be performed and what is expected to be delivered. Lets discuss the general and specific purpose of conducting a job description process.

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General Purpose of Job DescriptionGeneral purpose job descriptions are used by organizations to find the very basic information about a particular job opening. Though data includes workers duties but does not contain sub tasks, performance standards and basis for evaluating jobs and establishing right compensation packages.

Advantages

The main benefit of general purpose job description is that it does not consume much time and quickly provides basic information to managers. It dvery easy and convenient to carry out. Additionally, a job analyst does not have to conduct deep research to gather the required details.

Disadvantages

The main disadvantage of general purpose job description is thwith full-fledged information about job context and sub tasks. Sometimes, a manager may fail to extract correct information from such small amount of data.


General Purpose of Job DescriptionGeneral purpose job descriptions are used by organizations to find the very basic information about a particular job opening. Though data includes workers duties but does not contain sub

performance standards and basis for evaluating jobs and establishing right compensation

The main benefit of general purpose job description is that it does not consume much time and quickly provides basic information to managers. It does not require much human efforts and is very easy and convenient to carry out. Additionally, a job analyst does not have to conduct deep research to gather the required details.

The main disadvantage of general purpose job description is that it does not provide managers fledged information about job context and sub tasks. Sometimes, a manager may fail

to extract correct information from such small amount of data.


General purpose job descriptions are used by organizations to find the very basic information about a particular job opening. Though data includes workers duties but does not contain sub

performance standards and basis for evaluating jobs and establishing right compensation

The main benefit of general purpose job description is that it does not consume much time and oes not require much human efforts and is

very easy and convenient to carry out. Additionally, a job analyst does not have to conduct

at it does not provide managers fledged information about job context and sub tasks. Sometimes, a manager may fail


Specific Purpose of Job DescriptionSpecific purpose job description includes detailed information about job responsibilities of an employee. It also covers sub tasks, essential functions and detailed job duties. It involves huge amount of details such as what an employee needs to do, how it is to be done and what are the performance standards, etc.

Advantages

The main benefit of specific purpose job description is that it offers ample information to evaluate job performance and determine training needs of employees. It serves as a basis for all other HR processes including recruitment and selection, performance appraisal, compensation decision and many more.

Disadvantages

Though it assists managers in decision making process but it has its own limitations. The process, however, may take very long and consume lots of human efforts. Since, it involves collecting detailed information; the biased nature of job analyst can cause severe problems. The data collected may not be 100 percent genuine.

Therefore, it can be said that information collected during job analysis defines the purpose of job description. If data collected is extremely basic, it will serve only the general purpose and therefore, cannot be used for making management decisions. On the other hand, detailed data serves the specific purpose and can be easily used while making important decisions.

Now we present some example of Job Description.


EXAMPLES OF JOB DESCRIPTION

Job Description for the Chief Executive Officer.

Position Title: Executive Director.

Reports to: Board of Directors.

Reporting to this position: Program Directors and Business Manager.

Job Summary

The Executive Director serves as chief executive of ABC Organization and, in partnership with the Board, is responsible for the success of ABC Organization. Together, the Board and Executive Director assure ABC Organizations relevance to the community, the accomplishment of ABC Organizations mission and vision, and the accountability of ABC Organization to its diverse constituents.

The Board delegates responsibility for management and day-to-day operations to the Executive Director, and s/he has the authority to carry out these responsibilities, in accordance with the direction and policies established by the Board. The Executive Director provides direction and enabling to the Board as it carries out its governance functions.

Qualifications:A Bachelors Degree is required with a minimum of 3 years experience in a senior

management position. As chief executive officer, this individual demonstrates critical competencies in four broad categories: commitment to results, business savvy, leading change, and motivating.

Commitment to results: The Executive Director is a systems thinker who is customer focused and goal driven. This individual identifies relevant information and helps transform this information into individual and organizational knowledge and learning. The chief executive is action oriented and innovative. S/he translates broad goals into achievable steps. S/he anticipates and solves problems and takes advantage of opportunities, is a self-starter and team player.

Business savvy: As ABCs leader, this position requires an individual with knowledge of and experience in management and administration. The position requires demonstrated experience in integrating and coordinating diverse areas of management.


Knowledge in the following areas is required: human services, finance andpersonnel; oral and written communications; planning and evaluation; and governance.

Some experience in the field of philanthropy, not-for-profit management and governance, and community relations is preferred. Some general knowledge of fund development is also preferred.

A high level of personal skills is required to make formal, persuasive presentations to groups and to deal effectively with people from all segments of the community.

The individual must be comfortable with diversity and respectful of a wide range of faiths, beliefs and experiences.

Leading change: The chief executive possesses the skills and implements the functions of a leader. S/he shares ABCs values, mission and vision. S/he consistently displays integrity, models behavior, develops people, and builds teams. This individual deals effectively with demanding situations and designs and implements interventions.

Motivating: The chief executive manages continuity, change and transition. This individual knows how to influence and enable others. S/he addresses the impact of attitude and action on the ABC and its participants.

Accountabilities & Duties.

1. Legal compliance a) Assures the filing of all legal and regulatory documents and monitors compliance

with relevant laws and regulations.

2. Mission, policy and planning a) Helps the Board determine ABCs values, mission, vision, and short- and long-term

goals. b) Helps the Board monitor and evaluate ABCs relevancy to the community,

its effectiveness, and its results. c) Keeps the Board fully informed on the condition of ABC and on all the important

factors influencing it. Identifies problems and opportunities and addresses them; brings those which are appropriate to the Board and/or its committees; and, facilitates discussion and deliberation. Informs the Board and its committees about trends, issues, problems and activities in order to facilitate policy-making. Recommends policy positions.

d) Keeps informed of developments in human services, not-for-profit management and governance, philanthropy and fund development.

3. Management and administration a) Provides general oversight of all ABC activities, manages the day-to-day operations,

and assures a smoothly functioning, efficient organization.


Recommends staffing and financing to the Board of Directors. In accordance with Board action, recruits personnel, negotiates professional contracts, and sees that appropriate salary structures are developed and maintained. Specifies accountabilities for management personnel (whether paid or volunteer) and evaluates performance regularly.

4. Governance

a) Helps the Board articulate its own role and accountabilities and that of its committees and individual members, and helps evaluate performance regularly.

b) Works with the Board President / Chair to enable the Board to fulfill its governance functions and facilitates the optimum performance by the Board, its committees and individual Board members.

c) With the Board President / Chair, focuses Board attention on long-range strategic issues.

d) Manages the Boards due diligence process to assure timely attention to core issues. e) Works with the Board officers and committee chairs to get the best thinking and

involvement of each Board member and to stimulate each Board member to give his or her best.

f) Recommends volunteers to participate in the Board and its committees.

5. Financing

a) Promotes programs and services that are produced in a cost-effective manner, employing economy while maintaining an acceptable level of quality.

b) Oversees the fiscal activities of the organization including budgeting, reporting and audit.

c) Works with Board to ensure financing to support short- and long-term goals. d) Assures an effective fund development program by serving as the chief

development officer or hiring and supervising an individual responsible for this activity. Helps guide and enable the Board, its fund development committee(s) and its

individual Board members to participate actively in the fund development process.

Helps the Board and its development committee design, implement and monitor a viable fundraising plan, policies and procedures.

Participates actively in identifying, cultivating and soliciting donor prospects. Assures the availability of materials to support solicitation. Assures the development and operation of gift management systems and

reports for quality decision-making. 6. Community relations

a) Facilitates the integration of ABC into the fabric of the community by using effective marketing and communications activities.

b) Acts as an advocate, within the public and private sectors, for issues relevant to ABC, its services and constituencies.


c) Listens to clients, volunteers, donors and the community in order to improve services and generate community involvement. Assures community awareness ofABCs response to community needs.

d) Serves as chief spokesperson for ABC, assuring proper representation of ABC to the community.

e) Initiates, develops, and maintains cooperative relationships with key constituencies. f) Works with legislators, regulatory agencies, volunteers and representatives of the

not-for-profit sector to promote legislative and regulatory policies that encourage a healthy community and address the issues of ABCs constituencies.

Executive Limitations: See relevant Board policies.

Physical Demands/Working Conditions:

This is a high-stress position based on full responsibility for ABC operations. Handles detailed, complex concepts and problems, balances multiple tasks simultaneously, and makes rapid decisions regarding administrative issues.

Plans and implements programs. Establishes strong and appropriate relationships with Board, committees, volunteers, staff, donors and clients. Develops smooth and constructive relationships with executive colleagues, outside agencies, organizations and individuals.

Plans and meets deadlines. Maintains a flexible work schedule to meet the demands of executive management. Hours may be long and irregular.

Conveys a professional and positive image and attitude regarding ABC and the not-for-profit and for-profit sectors. Demonstrates commitment to continued professional growth and development.

Salary: Tk-100000 to Tk-150000


Job Description for the Sales Manager.

Position Title: Sales Manager.

Reports to: Director of Sales

& Marketing.

Reporting to this position: Board of Directors.

Job Summary:

Manages sales of the companys products and services in within a defined geographic area, province or country. Ensures consistent, profitable growth in sales revenues through positive planning, deployment and management of sales personnel. Identifies objectives, strategies and action plans to improve short- and long-term sales and earnings.

Qualifications:

A university degree in marketing or business studies is preferred; or a minimum of seven years of related experience or training in management sector; or the equivalent combination of formal education and experience. Problem -solving and analytical skills to interpret sales performance and market trend information. Proven ability to motivate and lead the sales team. Experience in developing marketing and sales strategies. Excellent oral and written communication skills, plus a good working knowledge of Microsoft Office Suite is required. A valid drivers license.

Duties & Core functions:

1. Collaborates with sales management in establishing and recommending the most realistic sales goals for the company.

2. Manages an assigned geographic sales area or product line to maximize sales revenues and meet corporate objectives.

3. Establishes and manages effective programs to compensate, coach, appraise and train sales personnel.

14 | P a g e Job Description & Job Specification

DETAILS OF FUNCTION:

Performs sales activities on major accounts and negotiates sales price and discounts in consultation.

Manages personnel and develops sales and sales support staff. Reviews progress of sales roles throughout the company. Accurately forecasts annual, quarterly and monthly revenue streams. Develops specific plans to ensure revenue growth in all companys products. Provides quarterly results assessments of sales staffs productivity. Coordinates proper company resources to ensure efficient and stable sales results. Formulates all sales policies, practices and procedures. Assists sales personnel in establishing personal contact and rapport with top echelon

decision-makers. Collaborates with develop sales strategies to improve market share in all product lines. Interprets short- and long-term effects on sales strategies in operating profit. Educates sales team by establishing programs/seminars in the areas of new account

sales and growth, sales of emerging products and multi-product sales, profitability, improved presentation strategies, competitive strategies, proper use and level of sales support, management of expenses and business/financial issues on contracts.

Collaborates to establish and control budgets for sales promotion and trade show expenses.

Reviews expenses and recommends economies. Holds regular meeting with sales staff.

Physical Demands/Working Conditions:

This is a pressureable position based on full responsibility for group operations. Handles detailed, complex concepts and problems, balances multiple tasks simultaneously, and makes rapid decisions regarding administrative issues.

Plans and implements programs. Establishes strong and appropriate relationships with Board, committees, volunteers, staff, donors and clients. Develops smooth and constructive relationships with executive colleagues, outside agencies, organizations and individuals.

Plans and meets deadlines. Maintains a flexible work schedule to meet the demands of group management.

Conveys a professional and positive image and attitude regarding group and the not-for-profit and for-profit sectors. Demonstrates commitment to continued professional growth and development. Salary: Tk-15000 to Tk-25000


Job Description for the Director of Marketing.

Position Title: Executive

Director.

Reports to: Board of

Directors.

Reporting to this position: Program Directors and Business Manager

Job Summary

Responsible for planning, development and implementation of all of the Organizations marketing strategies, marketing communications, and public relations activities, both external and internal. Oversees development and implementation of support materials and services for chapters in the area of marketing, communications and public relations. Directs the efforts of the marketing, communications and public relations staff and coordinates at the strategic and tactical levels with the other functions of the Organization.

The position reports to the Executive Director and serves as a member of the senior management team.

This position participates with the Board of Directors, Executive Director and other management staff in charting the direction of the Organization, assuring its accountability to all constituencies, and ensuring its effective operation.

Within the Organization, the position has primary working relationships with the Executive Director, senior management team, staff of the Marketing/Communications/P.R. function, and the service providers.

Outside the agency, the position coordinates, primarily, with the media.


Principle Accountabilities/Duties

Marketing, communications and public relations:

1. Responsible for creating, implementing and measuring the success of:

a comprehensive marketing, communications and public relations program that will enhance the Organizations image and position within the marketplace and the general

public, and facilitate internal and external communications; and,

All Organization marketing, communications and public relations activities and materials including publications, media relations, client acquisition and so forth.

2. Ensure articulation of Organizations desired image and position, assure consistent communication of image and position throughout the Organization, and assure communication of image and position to all constituencies, both internal and external.

3. Responsible for editorial direction, design, production and distribution of all Organization publications.

4. Coordinate media interest in the Organization and ensure regular contact with target media and appropriate response to media requests.

5. Act as the Organizations representative with the media.

6. Coordinate the appearance of all Organization print and electronic materials such as letterhead, use of logo, brochures, etc.

7. Develop, coordinate and oversee programs, technical assistance and resource materials to assist chapters in the marketing, communications and positioning of their activities.

8. Provide counsel to chapters on marketing, communications and public relations.

9. Ensure that the Organization regularly conducts relevant market research and coordinate and oversee this activity. Monitor trends.

10. Leads projects as assigned, such as cause-related marketing and special events.

Planning and budgeting:Responsible for the achievement of marketing/communications/public relations

mission, goals and financial objectives. Ensure that evaluation systems are in place related to these goals and objectives and report progress to the Executive Director and Board.


Develop short- and long-term plans and budgets for the marketing/communications/ public relations program and its activities, monitor progress, assure adherence and evaluate performance .

Develop, implement and monitor systems and procedures necessary to the smooth operation of the marketing/communications/public relations function. Keep informed of developments in the fields of marketing, communications and public relations, not-for-profit management and governance, [and the specific business of the Organization and use this information to help the Organization operate with initiative and innovation.

Organizational strategy:

1. Work with senior staff, other staff and volunteers to:

develop and maintain a strategic perspective -- based on marketplace and constituent needs and satisfaction -- in organizational direction, program and services, and decision-making; and,

ensure the overall health and vitality of the Organization.

2. Help make sure that the Organizations philosophy, mission and vision are pertinent and practiced throughout the organization.

3. Develop and coordinate means to seek regular input from the Organizations key constituencies regarding the quality of programs and services and the Organizations relevance.

4. Help formulate and administer policies to ensure the integrity of the Organization.

5. Act as an internal consultant to bring attention and solutions to institutional priorities.

Managing:

1. Maintain a climate that attracts, retains and motivates top quality personnel, both paid and volunteer.

2. Recruit, train, appraise, supervise, support, develop, promote and guide qualified personnel, both paid and volunteer.

3. Ensure effective management within the marketing, communications and public relations function, with provision for succession.

4. Design, support and oversee cross-functional teams throughout the Organization.


5. Effectively enable volunteers and staff so they can take action on behalf of the Organization by:

a) Transmitting the Organizations values, vision and direction;

b) Engaging people in the meaning of the Organization;

c) Respecting and using the skills, expertise, experience and insights of people;

d) Providing direction and resources, removing barriers and helping develop peoples skills; articulating expectations and clarifying roles and relationships;

e) Communicating which includes helping people transform information into knowledge and learning;

f) Encouraging people to question organizational assumptions and ask strategic questions; ensuring quality decision-making;

g) Anticipating conflicts and facilitating resolution;

h) Engaging people in process as well as tasks; encouraging people use their power,

i) practice their authority, and accept their responsibility;

j) modeling behavior; and

k) coaching people to success.

Qualifications

Required:

Demonstrated skills, knowledge and experience in the design and execution of marketing, communications and public relations activities.

Strong creative, strategic, analytical, organizational and personal sales skills.

Experience developing and managing budgets, and hiring, training, developing, supervising and appraising personnel. Demonstrated successful experience writing press releases, making presentations and negotiating with media.

Experience overseeing the design and production of print materials and publications.


Computer literacy in word processing, data base management and page layout.

Commitment to working with shared leadership and in cross-functional teams.

Strong oral and written communications skills.

Ability to manage multiple projects at a time.

Out-of-town, overnight travel is required.

Other:

Minimum of 5 years experience in marketing, communications or public relations with demonstrated success, preferably in the not-for-profit or association sector.

Bachelors degree in journalism, marketing, public relations preferred. Graduate degree in a related field is desirable.

Experience working with volunteers is desirable.

Membership in IABC (International Association of Business Communicators) and IABC accreditation are desirable.

Salary:

Tk-50000 to Tk-100000.


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.

A job specification cuts to the quick with your requirements whereas the job description

defines the duties and requirements of an employees job in detail. The job specification

provides detailed characteristics, knowledge, education, skills, and experience needed

to perform the job, with an overview of the specific job requirements.

written statement of educational qualifications, specific qualities, level of experience, physical, emotional, technical and communication skills required to perform a job, responsibilities involved in a job and other unusual sensory demands. It also includes general health, mental health, intelligence, aptitude, memory, judgment, leadership skills, emotional ability, adaptability, flexibility, values and ethics, manners and creativity, etc.

Components of a Job Specification

Job Title & Designation: Must require the job title & designation.

Education: State what degrees, training, or certifications are required for the position.

Experience: Number of years of experience in the job you are seeking to fill. Number of

years of work experience required for the selected candidate.

Required Skills, Knowledge and Characteristics: State the skills, knowledge, and

personal characteristics of individuals who have successfully performed this job.

High Level Overview of Job Requirements: In less than ten bullet points, cite the key

components and requirements of the job you are filling.

Physical & special attributes should be mentioned.


Purpose of Job Specification

Described on the basis of job description, job specification helps candidates analyze whether are eligible to apply for a particular job vacancy or not.

It helps recruiting team of an organization understand what level of qualifications, qualities and set of characteristics should be present in a candidate to make him or her eligible for the job opening.

Job Specification gives detailed information about any job including job responsibilities, desired technical and physical skills, conversational ability and much more.

It helps in selecting the most appropriate candidate for a particular job.

Job description and job specification are two integral parts of job analysis. They define a job fully and guide both employer and employee on how to go about the whole process of recruitment and selection. Both data sets are extremely relevant for creating a right fit between job and talent, evaluate performance and analyze training needs and measuring the worth of a particular job.

Advantages of Job Specification:

1. It is helpful in preliminary screening in the selection procedure.2. It helps in giving due justification to each job.3. It also helps in designing training and development programmes.4. It helps the supervisors for counseling and monitoring performance of

employees.5. It helps in job evaluation.6. It helps the management to take decisions regarding promotion, transfers

and giving extra benefits to the employees.

Now we will see the example of job specifications-


Examples of Job specifications.

Job Specification of ASSISTANT LIBRARIAN

Job Title: ASSISTANT LIBRARIAN

Department: Library

Reporting To: Librarian

Class Code: 5425

Minimum qualifications:

Education and Experience

Completion of a Bachelor's Degree and one (1) year of public service experience, or previous library experience; or an equivalent combination of education and experience which provides the required knowledge and abilities.

Desktop publishing and web design desirable, and library experience and Spanish language ability preferred.

Special Requirements

Must be adaptable to changing work hours. Must be willing to work evenings and Saturdays.

Necessary Knowledge, Skills and Abilities:

Fundamental knowledge of library circulation processes.

Ability to supervise and schedule the work of others.

Ability to meet and courteously provide the public and staff with understandable interpretations of rules, regulations and procedures.

Ability to operate a personal computer or computer terminal and perform basic


clerical tasks.

Ability to establish and maintain effective working relationships with others, including the general public.

Broad knowledge of the concepts and vocabulary of the liberal arts and/or a specialized subject area.

Knowledge of and ability to use library catalogs, indexes tools, and services.

Ability to learn the use of audiovisual equipment.

Ask for the provision of quality public service.

PHYSICAL DEMANDS

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

While performing the duties of this job, the employee is frequently required to walk, sit and talk or hear. The employee is occasionally required to use hands to finger, handle, feel or operate objects, tools, or controls; and reach with hands and arms. The employee is occasionally required to climb or balance; stoop, kneel, crouch, or crawl.

The employee must occasionally lift and/or move up to 25 pounds. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception, and the ability to adjust focus to both print and electronic text.

WORK ENVIRONMENT

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Work is performed primarily in an office setting. The noise level in the work environment is generally quiet.


Job Specification of IT Officer.

Job Title: IT Officer

Department: Corporate Service Devision.

Class Code: 412104

Reporting To: Chief Executive officer

Minimum qualifications:

Education & Experience :

The position requires skills and knowledge acquired through relevant work experience or

the completion of a more formal qualification such as an Information Technology degree or

diploma course.

Although training is normally provided to newly employed graduates, computer literacy

and familiarity with programming languages and general software is essential.

Consequently, employers normally prefer graduates with a degree in an appropriate

subject such as physics, engineering, mathematics, computer science or software

engineering.

Key skills for IT officers:

Technical skills. Organisational skills. Interpersonal skills. Communication skills. Patience. A meticulous and methodical nature.


A logical mind. Capable of working well under pressure. Enthusiasm to be continually learning.

Necessary Knowledge, Skills and Abilities:

Judgement and decision making skills

The objectives of the work are well defined with the officer selecting the methods, materials and equipment required from a range of available alternatives.

The work involves analysing, assessing and resolving problems-within agreed time frames by using procedures and guidelines and the application of professional and technical knowledge.

The officer will have access to other IT staff, IS Administrator, third party companies and the hardware/software suppliers to assist them when resolving problems.

Problems are occasionally of a complex nature with solutions unrelated to previously encountered situations. Some creativity and originality is required.

Guidance and advice is available within the time available to make a choice.

Specialist skills and knowledge

The position requires:

Knowledge of the administration of MS SQL Server 2008.

Experience in the use of PCs, operating systems, applications, network and communication technologies.

Skills in the provision of Information Technology services, which includes an understanding of the underlying principles involved as distinct from the practices.

An understanding of the long term goals of the work unit and an appreciation of the goals of Golden Plains Shire Council.

An understanding of the function of the position within its organisational context, including relevant policies, regulations and precedents.


Special Attributes:

Tasks within this role are often required to be undertaken in the evenings or on weekends. Any such attendance will form part of the core working hours per week. Where weekly hours are expected to exceed the core hours, with the prior approval of the Team Leader / Manager, additional hours may be worked and accumulated as time in lieu.

Time in lieu will be hour for hour and shall be recorded and taken within one month in accordance with Council's Enterprise Agreement.

Employment is subject to a satisfactory six month probationary period.

Employees must comply with Golden Plains Shire Councils Employee Code of Conduct.

Completion of a pre-employment Disclosure of Pre-existing Injury or Disease form.

A current Australian driver licence.

A satisfactory National Criminal History Check.

Work environment:

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Work is performed primarily in an office setting. The noise level in the work environment is generally quiet.

FURTHER INFORMATION AND APPLICATION DETAILS

Further enquiries can be directed to Simoom Arafat, Information Systems Administrator on (+880) 171120 7123

Applications close 9:00am Monday 12 March 2015.

Applications should address the selection criteria and can be submitted either via letter or email to [email protected] and should be addressed to:

Mr. Sazzad-ur-RahmanChief Executive Officer.

ABC IT CouncilPO Box 111

CHITTAGONG 4000


Job Specification of Health & Social care lecturer.

Job Title: Health & Social care lecturer.

Department: Dept. of Psychological Science.

Reporting To: Head Of the Department.

Course Code: 587788

Recommended Minimum Qualifications

Area to be assessed

Essential Desirable Assessment

Qualifications Degree level qualification

A teaching qualification (or a willingness to work towards one within a stipulated time period)

Professional qualification at level 3 (minimum) in a related health and/or social care field

Original certificates (candidate to bring to interview)

Continuing Professional Development (CPD)

Formal records of your CPD to date (with specific reference to any CPD directly related to this post)

A personal commitment to keeping your professional knowledge up to date and improving your capabilities

Continuing Professional Development/Student Portfolio to show:

Work experience/on the job training; qualifications; short courses; informal learning such as reading; attending an event; personal development; out-of-work activities

CPD record portfolio, certificates, etc. (candidate to bring to interview)

Knowledge Current knowledge of one or more fields of Health and Social Care practice

Current or potential issues in health and/or social care practice that may impact on curriculum delivery

Career opportunities for 16-18 & 19+ learners in health/social care sector

Knowledge of the issues, trends and initiatives in the Further Education sector

Current curriculum

Developments in Skills

for Life and how it affects learning strategies

E-literacy and competence in

Personal statement on application form

Formal face to face interview


using ICT (and associated networks and systems)

Experience Relevant experience in a teaching position in FE/secondary/professional environment

Recent, relevant experience in health/social care sector

Practical experience of classroom management

Experience of working with 16-18, 19+ learners

Experience of curriculum development

Experience of teaching Functional/Key/Basic Skills.

Experience of working with 14-16 year old learners

Experience of course leadership

Personal statement on application form


Skills and Qualities

A creative and imaginative approach to student-centered teaching

Good analytical skills and a methodical approach to tasks / problems

An ability to work well as a member of a teaching team to provide quality education to all students

Good oral and written communication skills a capacity to deal effectively with staff, students, parents, employers and others

Able to identify, interpret and apply specific knowledge to teaching practice to enhance learning

Flexibility and the capacity To work under pressure and meet deadlines

Able to deal promptly and effectively with inappropriate behaviour in the classroom

Able to prepare effective written and

An ability to deal with large groups of young adults in arange of situations

Can reflect and evaluate upon own performance and plan for future practice

A commitment to reflective practice professional development and performance improvement.

Full clean driving licence

Personal statement on application Form


Personal statement on application Form



visual teaching materials including the effective use of Information Learning Technology e.g. Virtual Learning Environments, PowerPoint supported software such as Turning Point

Demonstrate behaviour consistent with College values

Proven ability to maintain a professional approach in line with College values while under pressure

Ability to relate effectively and sensitively to students and staff from a variety of backgrounds and cultures

Be committed to playing a full part in leading team building and development

Must demonstrate a strong commitment to equality and diversity and how it affects classroom practice

Must demonstrate a strong commitment to quality assurance and customer care

On appointment:

Unqualified new full-time and part-time lecturers will be required to gain a Certificate in Education or equivalent within 2 4 years of appointment (2 for full-time staff; longer for fractional staff dependent on contract).

Failure to do so will be regarded as a breach of contract.

End


References

Job analysis - Wikipedia, the free encyclopediaen.wikipedia.org/wiki/Job_analysis

Job analysis - Oxford Referencewww.oxfordreference.com/view/10.../oi/authority.2011080310002117

Job description - Wikipedia, the free encyclopediaen.wikipedia.org/wiki/Job_description

Job Description Reference - Temple Universitywww.temple.edu/hr/departments/.../JobDescriptionReference.htm

Reference job descriptions - University of Birmingham Intranetintranet.birmingham.ac.uk ...

Job specification - Wikipedia, the free encyclopediaen.wikipedia.org/wiki/Job_specification

job specification - Blackwell Reference Onlinewww.blackwellreference.com ... Human Resource Management

new microsoft office word document 420.pdf

Documents

job duties

job summary

job specifications

job evaluation

job descriptions

good job description

specific job analysis

statement of job analysis