{{org_field_logo}}

{{org_field_name}}

---

Job Descriptions and Person Specifications Policy

Policy Statement

This care service considers that an accurate job description and person specification are essential requirements for every post and for all recruitment purposes. The service also considers that the more accurate the job descriptions and person specifications are, the fairer the recruitment process will be, with all candidates being clear prior to interview as to exactly what is required for the job.

Job Description Policy

In this care service, a job description is understood to be a written document detailing the main duties and responsibilities of a post, describing a role and what is required to do the job. It should always be written with the job in mind and not to describe any existing individual member of staff or how they do their job. Accurate job descriptions act as:

• a tool in recruitment — to assist in the writing of job advertisements
• a tool in selection — to help make decisions about who to employ
• a basis of employment contracts — making it clear what is required of a member of staff
• part of the service’s defence in cases of discrimination or unfair dismissal
• a means by which the service’s expectations, priorities and values are communicated to new members of staff.

Person Specification Policy

In this care service, a person specification is understood to be a written document which states the knowledge, skills and experience that a post holder would be expected to have in order to competently undertake the duties and responsibilities outlined in the job description. It is used for recruitment purposes.

Creating and Updating Job Descriptions and Person Specifications

A job description should exist for every role in {{org_field_name}}, and a new job description should be constructed for every new role developed. An existing job description should be reviewed whenever a post becomes vacant. Job descriptions should always be clear and concise, and outline the following.

• Job title.
• Hours of work.
• The appropriate Disclosure and Barring Service checks, which will be required.
• Organisational arrangements (ie the job title of the person the employee would be accountable to managerially, etc).
• Job purpose (ie a summary of the overall purpose of the job).
• Main duties and responsibilities. (This section should include a list of the main activities or tasks carried out by the job holder, phrased wherever possible in terms of what the job holder is expected to achieve; terms such as “plans”, “prepares”, “produces”, “implements”, “provides”, “completes”, “maintains”, “liaises with” and “collaborates with” should be used to put tasks into context and any deadlines to work to should be included. Where a job task is performed under supervision, this should be clearly stated.)

Person specifications should detail the qualifications, knowledge and experience that are required to fit the post. These should be listed as either “essential” to carry out the role in the case of qualities that must be attained for new candidates, or as “desirable” in the case of qualities which can be used in recruitment situations where there are two equally suitable candidates. Person specifications should contain the following sections.

1. Education, training and qualifications — here the type and level of qualification should be stated. (But any additional qualifications a post holder might have which are not needed for the duties and responsibilities of the specific post should not be included, though they might appear on a CV.)
2. If the post requires registration with a professional body, and the current registration requirements.
3. Skills and abilities (this area should list items such as standard or advanced keyboard skills, manipulation of fine tools, etc).
4. Experience (this should detail exactly what experience is required and how the experience can be gained, eg “three years’ experience in social care organisations”).

Training

All staff involved in the drawing up of job descriptions or person specifications should study this policy. All staff involved in recruitment should receive training in interviewing and the recruitment process.

---

Responsible Person: {{org_field_registered_manager_first_name}} {{org_field_registered_manager_last_name}}

Reviewed on: {{last_update_date}}

Next Review Date: {{next_review_date}}

Copyright ©2024 {{org_field_name}}. All rights reserved