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job descriptions
writing job descriptions and examples,
job descriptions duties
Job descriptions are essential. Job descriptions are required for
recruitment so that you and the applicants can understand the role. Job
descriptions are necessary for all people in work. A job description
defines a person's role and accountability. Without a job description it
is not possible for a person to properly commit to, or be held
accountable for, a role.
As an employee you may have or be given the opportunity to take
responsibility for your job description. This is good. It allows you to
clarify expectations with your employer and your boss. The process is
actually quite easy and straight-forward. Many people tend to start off
with a list of 20-30 tasks, which is okay as a start, but this needs
refining to far fewer points, around 8-12 is the ideal.
A useful process for refining and writing job descriptions
responsibilities into fewer points and ('responsibilities' rather than
'individual tasks'), is to group the many individual tasks into main
responsibility areas, such as (not all will be applicable to any single
role). Bold type indicates that these responsibility areas would normally
feature in most job descriptions:

communicating (in relation to whom, what, how - and this

is applicable to all below)
planning and organizing
managing information (or general administration
support)
monitoring and reporting
evaluating and decision-making
financial budgeting and control
producing things

maintaining/repairing things
quality control (for production roles normally a separate
responsibility; otherwise this is generally incorporated within
other relevant responsibilities)
health and safety
using equipment and systems
creating and developing things
self-development

plus any responsibilities for other staff if applicable, typically:

recruiting
assessing
training
managing

Senior roles will include more executive aspects:

developing policy
duty of care and corporate responsibility
formulation of direction and strategy

You will find that you can cluster most of the tasks on your (initially
very long) list into a list of far fewer broad (but still specific)
responsibilities according to the above examples of typical job
description activity areas.
Obviously the level of authority affects the extent of responsibility in
the job description for determining strategy, decision-making,
managing other people, and for executive roles, deciding direction,
policy, and delivering corporate performance.
Wherever possible refer the detail of standards and process to 'agreed
procedures' or 'agreed standards' rather than allowing the job
description to become a sort of operating manual.
Writing or re-writing a job description is a good opportunity to frame
the role as you'd like it as well as reflect how it is at the moment, so try
to think outside of the normal way of thinking, and if this is difficult
seek the input of somebody who is less close to things.

job descriptions are important

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 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 and 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 (as opposed to subjective or
arbitrary) reference points for appraisals, performance reviews
and counselling
enables formulation of skill set and behaviour set requirements
per role
enables organisation 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 (as opposed to instinctual) to be taken by
employees and managers in career progression and succession
planning

(The list is not exhaustive.)

Here you'll find job descriptions structure and template, and samples of
various job descriptions. Also template and sample 'person-profile',
necessary when recruiting.
Be very careful to adhere to relevant employment an discrimination
law 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.

In the UK company directors have personal liability for the activities of

their organizations aside from their functional responsibilities, and
arguably 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.
That said, job descriptions are not operating manuals. Keep the
descriptions of duties concise and free of detailed operating or
processing instructions. If necessary refer to these is a phrase such as
'according to company procedures', or according to the operating
manual/safety manual', etc. By referencing rather than including
specific operating standards or processes, the headache of updating all
the job descriptions when procedures change is avoided.

job description template:

Job Title
Based at (Business Unit, Section - if applicable)
Position reports to (Line Manager title, location, and Functional
Manager, location if matrix management structure)
Job Purpose Summary (ideally one sentence)
Key Responsibilities and Accountabilities, (or 'Duties'. 8-15
numbered points)
Dimensions/Territory/Scope/Scale indicators (the areas to which
responsibilities extend and the scale of responsibilities - staff,
customers, territory, products, equipment, premises, etc)
Date and other relevant internal references

For senior job descriptions it is useful to break key responsibilities into

sections covering Functional, Managerial, and Organisational areas.
The most difficult part is the Key Responsibilities and Accountabilities
section. Large organisations have generic versions for the most
common organisational roles - so don't re-invent the wheel if
something suitable already exists. If you have to create a job
description from scratch, use this method to produce the 8-15
responsibilities:
1. Note down in a completely random fashion all of the aspects of
the job.
2. Think about: processes, planning, executing, monitoring,
reporting, communicating, managing
people/resources/activities/money/information/inputs/outputs/co
mmunications/time.

3. Next combine and develop the random collection of ideas into a

set of key responsibilities. (A junior position will not need more
than 8. A senior one might need 15.)
4. Rank them roughly in order of importance.
5. Have someone who knows or has done the job well check your
list and amend as appropriate.
6. Double check that everything on the list is genuinely important
and achievable.
Do not put targets into a job description. Targets are a moving output
over which you need flexible control.
Do not put 'must achieve sales target' into a job description. This is a
pure output and does not describe the job. The job description must
describe the activities required to ensure that target will be met.
Do not have as one of the key responsibilities 'And anything else that
the manager wants'. It's not fair, and no-one is ever committed to or
accountable for such a thing.

Job description example 1:

Job Description - SNP Co Ltd

Title: Sales and Marketing Executive
Reports to: Sales and Marketing Director, Newtown.
Based at: Sparkly New Products Co Ltd, Technology House, Newtown.
Job purpose:
To plan and carry out direct marketing and sales activities, so as to
maintain and develop sales of SNP's ABC machinery range to UK major
accounts and specifiers, in accordance with agreed business plans.
Key responsibilities and accountabilities:
1. Maintain and develop a computerised customer and prospect
database.
2. Plan and carry out direct marketing activities (principally direct
mail) to agreed budgets, sales volumes, values, product mix and
timescales.

3. Develop ideas and create offers for direct mail and marketing to
major accounts by main market sector and SNP's ABC products.
4. Respond to and follow up sales enquiries by post, telephone, and
personal visits.
5. Maintain and develop existing and new customers through
planned individual account support, and liaison with internal
order-processing staff.
6. Monitor and report on activities and provide relevant
management information.
7. Carry out market research, competitor and customer surveys.
8. Maintain and report on equipment and software suitability for
direct marketing and sales reporting purposes.
9. Liaise and attend meetings with other company functions
necessary to perform duties and aid business and organisational
development.
10.
Manage the external marketing agency activities of
telemarketing and research.
11.
Attend training and to develop relevant knowledge and
skills.
Scale and territory indicators:
Core product range of four ABC machines price range 50 to 250.
Target sectors: All major multiple-site organisations having more than
1,000 staff. Prospect database c.10,000 head offices of large
organisations. Customer base of c.150 large organisations. Typical
account value 20-50k pa. Total personal revenue accountability
potentially 4.5m. Territory: UK.
(date and reference)

More job description typical responsibilities are listed at the foot of this
page.
If you are recruiting to fill a role it is important to formulate a personprofile to help with job advert wording; psychometric profiling;
shortlisting; interviewing points to assess; and final selection.

person-profile template:

Personality
Personal Situation
Specific Job Skills

Computer Skills
Literacy and Numeracy
Commercial Skills
Management Ability

An example is shown here for the role above:

Sample person-profile:
Person profile - Sales and Marketing Executive
Personality: Self-driven, results-oriented with a positive outlook, and
a clear focus on high quality and business profit. A natural forward
planner who critically assesses own performance. Mature, credible, and
comfortable in dealing with senior big company executives. Reliable,
tolerant, and determined. Empathic communicator, able to see things
from the other person's point of view. Well presented and businesslike.
Sufficiently mobile and flexible to travel up to a few days a month
within the UK. Keen for new experience, responsibility and
accountability. Able to get on with others and be a team-player.
Personal Situation: Must be mature and domestically secure. Able to
spend one or two nights away per month without upsetting domestic
situation. Able to commute reliably to office base. Able to work
extended hours on occasions when required. May be striving financially
but not desperate or in serious debt. Must have clean or near clean
driving licence.
Specific Job Skills: Able to communicate and motivate via written
media. Understands the principles of marketing and advertising costeffectiveness, including market sector targeting, product offer
development, features-benefits-solutions selling, cost per response,
cost per conversion, etc. Appreciates need for consistency within
company's branding and marketing mix, especially PR and the Internet.
Experience of managing marketing agency activities useful.
Computer skills: Must be adept in use of MS Office 2000 or later,
particularly Excel and Word, and ideally Access or similar database to
basic level, Internet and email.
Literacy and Numeracy: Able to understand profit and loss
calculations and basic business finance, eg., gross margin percentages
and calculations, depreciation, capital and revenue expenditure, cash-

flow, overheads, etc. Must be a very competent writer of business

letters, quotations and proposals.
Business and Selling Skills: Must be an excellent face-to-face and
telephone communicator. Able to demonstrate success and experience
managing major accounts customers and large contracts or even a
business, particularly achieving genuine sales development. Ideal
background would be in business support services; experience of
washroom and contract cleaning industries would be particularly
helpful. Experience of tenders would also be useful.
Management Ability: Though internal staff management is not
initially part of the job, responsibility and opportunity could grow with
the development of the business, for example the prospect of
recruiting and managing support telesales staff. Some peoplemanagement skills, experience and natural ability will be useful.

tips on creating, introducing and agreeing

job descriptions
There are several ways to approach the need for new or updated job
descriptions within an organization or department, and these methods
can achieve some other useful benefits too. The workshop method is
particularly effective and time-saving.
Workshop (see the sections on workshops an brainstorming) - people
brainstorm and draft job descriptions in pairs or threes - ideas are
shared, best formats agreed and senior management is able to
participate, guide and approve. This process for creating or revising job
descriptions is also very good for creating a sense of ownership of
responsibilities and accountabilities, and for clarifying mutual
understanding and expectations.
Cascade a basic empty template down through staff, asking for each
staff member to draft what they believe is there own JD, and for each
person to provisionally agree/modify JD with their line boss. These
drafts then come back up to centre for review, adjustment and reissue. Also promotes useful discussion and clarification of expectations
between staff members and their line-managers.

Draft provisional generic formats at centre - then cascade through staff

via line managers for comment/agreement, between staff members
and line managers.
General points on creating or updating job descriptions:
Where you have a number of similar job functions, try to limit the main
job description types to as few as possible. Reflect job differences in
levels of authority, seniority and scale etc, in the parameters section of
the main job description.
Encourage line managers to hold their own workshop meetings to
arrive at shared best ideas and consensus.
Your trade association(s) might be able to assist with some generic job
description samples. It's also worth asking large partners/customer
organisations if they can show you their equivalent job descriptions,
where they have similar jobs.
Your local business advice centre ('Business Link' in the UK) may be
able to provide some free guidance or even some sample job
descriptions.

directors job descriptions

Arguably there are some special aspects of a company director's role
which should be reflected in job descriptions aside from normal
functional duties. Not least because (subject to prevailing laws - this
advice is based on the UK situtation) board directors are personally
liable for corporate activities, so issues of ethics, morality, legality,
safety, duty of care, etc., are potentially shouldered by all directors, in
addition to their normal functional responsibilities. How you
incorporate this in a practical way into the JD is a matter of
interpretation and policy. A catch-all phrase is an option: eg 'Execute
the responsibilities of a company director according to lawful and
ethical standards, as referenced in ... (whatever director policy and
standards document you might use).
In the UK various bodies can help in determining practical and legal
implications. The Institute of Directors produce specific guidelines on
responsibilities of directors (www.iod.com). The CIPD - Chartered
Institute of Personnel & Development - might also be able to advise
(www.cipd.co.uk). Other possible sources of input from different

perspectives: ACAS - Advisory, Conciliation and Arbitration Service

(www.acas.co.uk), your local Business Link, and via BL to Investors In
People advisors. I mention these because they provide a certain level
of advice free. IOD and CIPD tend to require membership for anything
more than superficial guidelines/publications/online info. If you are new
to the HR or personnel role, check whether your organisation (or for
example your parent company) has corporate membership to IOD,
CIPD, Business Link etc., or retains the services of a specialist
employment advisory consultancy.

job description samples

Here are some typical job description responsibilities for other roles.
Please note that these lists of responsibilities do not constitute full job
descriptions, you need to add/refine responsibilities to reflect your own
organisation's situation, and then add the other job description
elements detailed above, ie., the 'reports to', 'based at', 'job purpose'
and scale indicators.
I always recommend strongly to build your own job descriptions due to
the need to have something that properly fits your own requirements.
Job titles are terribly vague - especially roles relating to customer
service, and any role with interfaces across the organisation and/or
externally - the functions and descriptions mean different things to
different companies, and it's so easy to make wrong assumptions using
somebody else's standards. Start by thinking about what you actually
want the role to do for your organisation, not what the role might do
for other companies.

typical job description duties

imports and exports administrator/manager - typical job
description duties
The import/export manager or administrator job is potentially a vast one covering a
wide range of responsibilities. Also, import/export manager/administrator job
descriptions vary considerably according to country, local import/export laws and
procedures, and the role required within the organization, in which the role can have
emphasis on any or all of the following aspects: sales, purchasing and buying,
finance, legal, administration. There are far too many duties here for a single
job description; pick the duties from the examples below to create a job
description that suits your own situation.

1. Manage the movement of products/equipment/materials in and/or out of the

country in accordance with organizational policy and procedure, and to
comply with relevant local, country and international law and process.
2. Manage the necessary documentation and online forms for the efficient, costeffective and lawful execution of all import/export activities.
3. Maintain and share with colleagues as appropriate, personal knowledge of all
relevant import/export law and procedures; tariffs and duties; licences and
restrictions.
4. Manage financial and currency processes and transactions in accordance with
policy and law, and to optimise cost-effectiveness of activities.
5. Communicate with export and import and related authorities, and customers
and suppliers, in all relevant territories and countries, as necessary to ensure
efficient, positive and lawful relations, support and activities.
6. Anticipate, research and report on future changes in import/export laws and in
relevant local territory practices, and ensure such knowledge is factored into
the planning of the department's own strategy, resources and procedures.
7. Plan and implement import/export strategy and activities consistent with
overall aims and requirements of the organization.
8. Manage all staff reporting to the position so as to effectively recruit, train,
evaluate, motivate, delegate and monitor their activities.
9. Liaise with other departments in order to establish and maintain effective and
relevant export/import activities and support in relation to the organization's
sales, purchasing, materials management, production and overall operating
functions.
10. Adhere to local and externally relevant health and safety laws and policies.
11. Use personal judgement and initiative to develop effective and constructive
solutions to challenges and obstacles in import/export activity and procedures.
12. Monitor, record, analyse and report on activities, trends, results and
recommendations relating to import/export activities.
13. Manage/liaise with stock control, warehousing and distribution activities
influenced by or reliant upon import/export activities.
14. Manage and maintain effective and lawful insurance provisions relating to
import/export activities.
15. Maintain personal ability in, and appropriate use of, all relevant ICT
(Information & Communications Technology) and other systems within the
import/export function.
16. Prepare and submit relevant administration in a timely and accurate manner,
for example: shipping schedules; letters of credit; ECGD documents; credit
control mechanisms; licences; declarations; packing, routing, transport and
safety documentation.
17. Investigate, plan and implement strategically effective and relevant transport
methods, which meet optimally the needs of the organization and its suppliers
and customers.
18. Plan and manage overseas sales through distributors and other relevant sales
outlets.
19. Plan and manage the effective and necessary conversion of weights, sizes,
values, and quality standards interpretations between importing and
exporting systems and territories.
20. Manage language and communications translation issues and activities as
necessary to enable effective relations, distribution and integration of
imported/exported material, product, equipment within the supply chain of

21.

importer and exporter, (for example handling instructions, operating manuals,

product training, etc).
Negotiate contracts for sales/purchases and manage renew, review contracts
as required to enable effective trading, operations and customer/supplier
relations.

business development manager/executive/director - typical job

description duties
The 'business development' job title can mean various things. Some organizations
refer to sales and account management jobs as 'business development', in which
case refer to the account manager job description below. The business development
job description - and especially the extent of strategic and authority responsibility depends on whom the role reports to, and the scale of and complexity of the
'business' (markets, products/services, territory, etc) to be developed. This is an
example of typical responsibilities of a senior business development role, or business
development director:

1. Market and technology research

2.
3.
4.
5.
6.

Formulation of strategy
Distribution channel analysis and development
New product development planning and management
Technology transfer, licensing, partnerships assessment and development
Marketing and advertising and promotion planning
7. Sales organisation planning and development
8. Import/export development
9. Business planning
10. Launch and implementation
11. If the business development job has direct-reporting staff then the above
would tend to be managed via others, and the role would include peoplemanagement, recruitment, motivation, training and development staffing
responsibilities
12. Appropriate Administration, budgeting, monitoring, reporting, communication
and liaison.
13. Health and safety adherence
14. Self-development and continuing personal development
15. (If formal director) Execute the responsibilities of a company director
according to lawful and ethical standards, as referenced in ... (whatever
director policy and standards document you might use).

account manager/sales person- typical job description duties

The account manager or sales-person job has many variations. These are the typical
responsibilities of a modern office-based or field-based salesperson. This list is
probably too long for a normal job description - it includes similar variations of
individual responsibilities which you can select as appropriate.

1. Plan and prioritise personal sales activities and customer/prospect contact

2.

towards achieving agreed business aims, including costs and sales - especially
managing personal time and productivity.
Plan and manage personal business portfolio/territory/business according to
an agreed market development strategy.

3. Manage product/service mix, pricing and margins according to agreed aims.

4. Maintain and develop existing and new customers through appropriate
propositions and ethical sales methods, and relevant internal liaison, to
optimise quality of service, business growth, and customer and satisfaction.
5. Use customer and prospect contact activities tools and systems, and update
relevant information held in these systems.
6. Plan/carry out/support local marketing activities to agreed budgets and
timescales, and integrate personal sales efforts with other organized
marketing activities, eg., product launches, promotions, advertising,
exhibitions and telemarketing.
7. Respond to and follow up sales enquiries using appropriate methods.
8. Monitor and report on market and competitor activities and provide relevant
reports and information.
9. Record, analyse, report and administer according to systems and
requirements.
10. Communicate, liaise, and negotiate internally and externally using appropriate
methods to facilitate the development of profitable business and sustainable
relationships.
11. Attend and present at external customer meetings and internal meetings with
other company functions necessary to perform duties and aid business
development.
12. Attend training and to develop relevant knowledge, techniques and skills.
13. Adhere to health and safety policy, and other requirements relating to care of
equipment.

administrative assistant - typical job description duties

An administrative assistant job description varies according to the role and
organization. Use this outline as a basis to create a job description that is relevant to
your own situation.

1.
2.
3.
4.

Type and word-process various documents and electronic information.

Create financial and statistical tools and reports using spreadsheets.
Manage, organise, and update relevant data using database applications.
Communicate and provide information by relevant methods internally and
externally to assist and enable organizational operations and effective service
to connecting groups.
5. Analyse and interpret financial statistics and other data and produce relevant
reports.
6. Interpret instructions and issues arising, and then implement actions
according to administrative policies and procedures.
7. Research and investigate information to enable strategic decision-making by
others.
8. Arrange and participate in meetings, conferences, and project team activities.
9. Approve decisions, requests, expenditure and recommendations on behalf of
senior people in their absence, according to agreed guidelines and policies.
10. Adhere to stated policies and procedures relating to health and safety, and
quality management.
11. Adhere to procedures relating to the proper use and care of equipment and
materials for which the role has responsibility.

switchboard operator/receptionist - typical job description

duties
Job purpose outline (example): The primary objective of the Switchboard Operator is
to answer a multi-line switchboard quickly (ideally within 3 ring cycles) and direct
calls to their destination without delay. Greeting customers, answering questions,
announcing calls or providing directions are secondary objectives. The key to the role
is in always providing the primary objective whilst delivering the secondary
objectives wherever possible but always in such a way that positively affects the
customer's perception or call/visit experience. Outline duties:
1. Answer a high volume of calls and maintain a rapid response rate according to
agreed standards.
2. Log information on calls received, where required and maintain detailed and
accurate records.
3. Maintain and update continuously, by local knowledge and by local means, a
log of the availability of staff likely to receive inbound calls.
4. File data and perform other routine clerical tasks as assigned and for other
departments as needed.
5. Order and maintain relevant office supplies for effectiveness of personal
duties.
6. Operate a variety of standard office machines, including a personal computer
and a variety of computer software, phone, fax, calculator, shredding machine
and photocopy machine.
7. Communicate and liaise verbally and in writing between
customers/suppliers/visitors/enquirers and relevant staff, and interpret and
respond clearly and effectively to spoken requests over the phone or in
person, and to verbal or written instructions.
8. Establish and maintain effective working relationships with co-workers,
supervisors and the general public.
9. Perform reception duties in and efficient, professional and courteous manner.
10. Maintain regular consistent and professional attendance, punctuality, personal
appearance, and adherence to relevant health & safety procedures.
11. Pursue personal development of skills and knowledge necessary for the
effective performance of the role.
(Ack T Booth)

health and safety manager/director - typical job description

duties
Adjust and refine these core reponsibilities for the health and safety function to fit
your organization context and the authority of the role. These responsibilities
typically reflect a director's responsibilities and so need developing into more specific
duties to form a relevant health and safety manager's job description relevant to your
own situation.
Establish, manage and monitor standards, processes, communications, training and
systems to ensure:
1. Existence and awareness of a suitable and relevant health and safety policy.

2. A safe workplace without risk to health.

3. Safe plant and machinery, and safe movement, storage and use of articles
and substances.

4. Adequate provision of first-aid and welfare facilities and support.

5. Provision of suitable and current information and supervision concerning
health and safety policies and practices.

6. Proper and timely assessment of risks to health and safety, and

7.
8.
9.
10.
11.
12.
13.

implementation of measures and arrangements identified as necessary from

the assessments.
Provision of emergency procedures, first-aid facilities, safety signs, relevant
protective clothing and equipment, and incident reporting to the relevant
authorities.
Liaison as necessary with other organizations and relevant authorities, and
assistance and cooperation concerning audits and remedial actions.
The workplace satisfies health, safety and welfare requirements for
ventilation, temperature, lighting, sanitary, washing and rest facilities.
Prevention and precautions against, or adequate control of, exposure to
hazardous substances, and danger from flamable, explosive, electrical, noise,
radiation and manual handling risks.
Surveillance and reporting on health and safety practices and systems.
Recruitment, selection, management and development of health and safety
direct-reporting staff.
(If formal director) Execute the responsibilities of a company director
according to lawful and ethical standards, as referenced in ... (whatever
director policy and standards document you might use).

shop or retail/wholesale store manager - typical job description

duties
Depends on the level of commercial and managerial authority and responsibility, but
could include potentially these points:
1. Manage and motivate staff, recruit staff, train and develop staff, according to
company policies and employment laws, and ensure relevant HR procedures
are followed (appraisals, discipline, grievance, etc).
2. Plan, forecast, report on sales, costs and business performance, according to
company requirements.
3. Plan and implement advertising and promotional strategy and activities.
4. Manage cash and payment systems in accordance with company procedures
and policies, at all times with staff and customer safety as the uppermost
priority.
5. Plan and implement shop merchandising, layout and customer traffic flow so
as to maximise sales, customer satisfaction, appearance, image and
ergonomics for customers.
6. Manage selling and customer service activities and staff competence in these
areas, so as to optimise and sustain sales performance, profitability and
customer satisfaction.
7. Manage costs and overheads, and all factors affecting the profitable
performance of the shop.
8. Liaise with external agencies and authorities as necessary (advertising, PR,
recruitment, training, fire services, police, local council, health and safety
inspectors, etc).

9. Liaise with and utilise support from suppliers, merchandisers and other
partners as required.
10. Manage, maintain and report as necessary all merchandise and nonmerchandise stock.
11. Manage upkeep and condition of all equipment, fixtures and fabric of shop
premises.
12. Manage health and safety, security, and emergency systems, capabilities and
staff and customer awareness, according to company policy and relevant law.
13. Seek and continuously develop knowledge and information about competitor
activity, pricing and tactics, and communicate this to relevant departments in
the Company.
14. Manage and maintain effectiveness of IT and other essential in-store systems.
15. Attend meetings and contribute to company strategy and policy-making as
required.
16. Develop personal skills and capability through on-going training, as provided
by the company or elsewhere subject to Company approval.

organisational development manager - typical job description

duties
1. Plan, develop and implement strategy for organisational development

(covering particular areas relevant to the organisation's structure, market etc)

2. Establish and maintain appropriate systems for measuring necessary aspects

3.
4.
5.
6.

7.
8.

of organisational performance
Monitor, measure and report on organisational development plans and
achievements within agreed formats and timescales
Manage and develop direct reporting staff
Manage and control departmental expenditure within agreed budgets
Liaise with other functional/departmental managers so as to understand all
necessary aspects of organisational development, and to ensure they are fully
informed of organisational development objectives, purposes and
achievements
Maintain awareness and knowledge of contemporary organisational
development theory and methods and provide suitable interpretation to
directors, managers and staff within the organisation
Ensure activities meet with and integrate with organisational requirements for
quality management, health and safety, legal stipulations, environmental
policies and general duty of care

trainer/training manager - typical job description

responsibilities
1. Plan departmental/funcional training budgets, forecast costs and delegate
numbers as required by organisational planning and budgeting systems.
2. Assess relevant training needs for staff individuals and organisation, in
consultation with departmental heads, including assessment methods and
measurement systems entailed.
3. Stay informed as to relevant skill and qualifications levels required by staff for
effective performance, and circulate requirements and relevant information to
the organisation as appropriate.

4. Produce organisational strategy and plans to meet training and development

needs, and manage training delivery, measurement and follow-up as
necessary.
5. Design training courses and programmes necessary to meet training needs, or
manage this activity via external provider(s).
6. Identify, select and manage external training and accreditation bodies,
agencies and providers necessary to deliver required training to apprpriate
standards.
7. Organise training venues, logistics, transport, accommodation as required to
achieve efficient training attandance and delivery.
8. Plan and deliver training courses personaally where necessary to augment
that provided externally or internally by others.
9. Arrange for the maintenance of all necessary equipment and materials
relating to the effective delivery and measurement of training.
10. Recruit, manage and develop direct-reporting staff (if applicable).
11. Ensure all training activities and materials meet with relevant organisational
and statutory policies, including health and safety, employment and equality
laws.
12. Monitor and report on activities, costs, performance, etc, as required.
13. Develop self, and maintain knowledge in relevant field at all times.

training and development manager- typical job description

duties
1. Plan, develop and implement strategy for staff training and development,
2.
3.
4.
5.

6.
7.

establish and maintain appropriate systems for measuring necessary aspects

of staff training and development
Monitor, measure and report on staff training and development plans and
achievements within agreed formats and timescales
Manage and develop direct reporting staff
Manage and control departmental expenditure within agreed budgets
Liaise with other functional/departmental managers so as to understand all
necessary aspects and needs of staff training and development, and to ensure
they are fully informed of staff training and development objectives, purposes
and achievements
Maintain awareness and knowledge of contemporary staff training and
development theory and methods and provide suitable interpretation to
directors, managers and staff within the organisation
Ensure activities meet with and integrate with organisational requirements for
quality management, health and safety, legal stipulations, environmental
policies and general duty of care

HR (human resources) head or director - typical job description

duties
1. Plan, develop and implement strategy for HR management and development

2.

(including recruitment and selection policy/practices, discipline, grievance,

counselling, pay and conditions, contracts, training and development,
succession planning, morale and motivation, culture and attitudinal
development, performance appraisals and quality management issues - add
others if relevant)
Establish and maintain appropriate systems for measuring necessary aspects
of HR development

3. Monitor, measure and report on HR issues, opportunities and development

plans and achievements within agreed formats and timescales

4. Manage and develop direct reporting staff
5. Manage and control departmental expenditure within agreed budgets
6. Liaise with other functional/departmental managers so as to understand all
necessary aspects and needs of HR development, and to ensure they are fully
informed of HR objectives, purposes and achievements
7. Maintain awareness and knowledge of contemporary HR development theory
and methods and provide suitable interpretation to directors, managers and
staff within the organisation
8. Contribute to the evaluation and development of HR strategy and
performance in co-operation with the executive team
9. Ensure activities meet with and integrate with organisational requirements for
quality management, health and safety, legal stipulations, environmental
policies and general duty of care.
10.
(If formal director) Execute the responsibilities of a company director
according to lawful and ethical standards, as referenced in ... (whatever
director policy and standards document you might use).

sales and marketing director - typical job description duties

The position reports to the CEO/MD/General Manager. The purpose of the role is to
plan and implement sales and marketing activities in order to meet company targets
for retention growth and profitability, and to contribute, as a board member, to the
executive management of the company.
1. Plan and implement marketing strategy, including advertising and PR.
2. Plan and implement sales and customer retention and development.
3. Plan and manage sales an marketing resources according to agreed budgets.
4. Contribute to formulation of policy and strategy as a board member.
5. Recruit, manage, train and motivate direct reporting staff according to
company procedures, policy and employment law.
6. Maintain administration and relevant reporting and planning systems.
7. Manage relevant reporting of management and financial information for the
sales and marketing departments.
8. Select and manage external agencies.
9. Manage R&D and NPD and new business development.
10. Maintain and develop corporate image and reputation, and protect and
develop the company's brands via suitable PR activities and intellectual
property management.
11. Plan and manage internal communications and awareness of corporate
direction, mission, aims and activities
12. (If formal director) Execute the responsibilities of a company director
according to lawful and ethical standards, as referenced in ... (whatever
director policy and standards document you might use).

quality manager/director - typical job description duties

1. Develop and implement quality management strategy and plans, including
resource, systems, timescales, financials, to support, contribute to, and
integrate within, the organisation's annual business plan and long term
strategy.

2. Develop and maintain systems to establish standards relating to activities and

products.
3. Develop and maintain systems to measure performance against established
standards.
4. Monitor performance (in relevant areas) according to agreed standards and
take necessary action to communicate/advise/assist according to performance
levels.
5. Monitor and inform/communicate/apply standards created/maintained by
external bodies, and integrate within internal quality management systems.
6. Establish and implement necessary communication strategy for the
improvement and awareness of quality issues across all departments.
7. Plan and manage departmental activities in accordance with agreed budgets
and timescales.
8. Report as necessary on changes in standards (internally and externally
initiated) and on performance against standards.
9. Liaise and co-operate with quality management and standards bodies (eg BSI,
Government Departments, HSE, etc) Manage staff according to company
standards (appraisals, discipline, training, development, etc).
10. Manage departmental performance against agreed targets and budgets, and
within policies and standards.
11. Liaise with customers and suppliers where necessary (where
impacting/affected by quality issues)
12. Contribute to executive policy and strategy.
13. (If formal director) Execute the responsibilities of a company director
according to lawful and ethical standards, as referenced in ... (whatever
director policy and standards document you might use).

finance director (fd) or chief financial officer (cfo) - typical job

description duties
This role's responsibilities and authority level depends on what your company is and
requires, and, if the role covers statutory administration and reporting, elements of
the the role also depend on your country's company laws (reporting, shareholders,
tax, dividends, etc).
1. Business and financial strategy and planning, monitoring, management and
reporting, including management and development of policies, systems,
processes and personnel involved.
2. Reporting and accounting as per regulatory an legal requirements including
taxation, dividends, annual report and accounts.
3. Management of strategy for and liaison with stock market, business press and
business analysts community.
4. Financial staff management, motivation, training, recruitment and selection.
5. Contributing to strategic planning and development as a member of executive
team, and probably keeping and distributing notes and records, reports to
executive and management team.
6. Other areas of potential responsibility: company insurance, import/export
administration, licencing, contracts and agreements, legal areas and
activities, corporate level negotiations (eg premises, plant, trading,
acquisitions and divestments, disposals), major supplier/customer/partner
relationships, regulatory bodies relationships and strategies, approvals and
accreditations.
7. Can also include IT responsibilities, especially if there is not an IT director.

8. Can also include environmental responsibilities, if the environmental

function/manager reports to CFO.
9. Can also include quality assurance responsibilities, if the QA function/manager
reports to CFO.
10. Can also include health and safety responsibilities, if the H&S
function/manager reports to CFO.
11. Would also include 'Company Secretary' responsibilities if there is not a
separate Co Sec (eg statutory company administration responsibilities
depending on relevant legal requirements).
12. (If formal director) Execute the responsibilities of a company director
according to lawful and ethical standards, as referenced in ... (whatever
director policy and standards document you might use).

chief operating officer or operations director - typical job

description duties
1. Plan, develop and implement strategy for operational management and
development so as to meet agreed organisational performance plans within
agreed budgets and timescales (covering relevant areas of operation - eg
manufacturing, distribution, administration, whatever falls within remit
according to organisation's structure)
2. Establish and maintain appropriate systems for measuring necessary aspects
of operational management and development
3. Monitor, measure and report on operational issues, opportunities and
development plans and achievements within agreed formats and timescales
4. Manage and develop direct reporting staff
5. Manage and control departmental expenditure within agreed budgets
6. Liaise with other functional/departmental managers so as to understand all
necessary aspects and needs of operational development, and to ensure they
are fully informed of operational objectives, purposes and achievements
7. Maintain awareness and knowledge of contemporary operational development
theory and methods and provide suitable interpretation to directors,
managers and staff within the organisation
8. Contribute to the evaluation and development of operational strategy and
performance in co-optation with the executive team
9. Ensure activities meet with and integrate with organisational requirements for
quality management, health and safety, legal stipulations, environmental
policies and general duty of care.
10.
(If formal director) Execute the responsibilities of a company director
according to lawful and ethical standards, as referenced in ... (whatever
director policy and standards document you might use).

purchasing/buying manager/executive - typical job description

duties
The following areas of responsibility are potentially included in purchasing/buying
function. How you form these into purchasing and buying job descriptions depends
on the scope of your purchasing department's responsibility; your purchasing
department's interface with other departments; how your purchasing roles are to
operate, and the job(s) autonomy, authority and reporting levels:

1. Purchasing policy and planning

2.
3.
4.
5.

Departmental staff recruitment, development, training and management

Purchasing project prioritisation and management
Managing purchasing information and systems, and purchasing services IT
Managing purchasing staff managing suppliers, relationships, SLA's (service
level agreements)
6. Setting (if no QA function), monitoring and managing quality and QA systems
7. Effective proactive liaison with other departments as necessary to forecast,
plan to meet, and to supply demand to relevant quality
8. Effective proactive liaison with other departments re operating, resourcing,
services as necessary, eg IT
9. Negotiating and administration of purchasing contracts
10. Make or buy policy analysis and decisions
11. Rent or buy policy evaluation and decision/recommendation
12. Cost saving budgeting and targeting
13. Setting and planning how to achieve supplier accreditation and service level
management
14. Administration and reporting as necessary
15. Accounting evaluation and financial justification inc capital v revenue
16. Outsourcing strategy/development/management
17. Payment terms negotiation, optimisation and management
18. Stock and materials management
19. Warehousing, distribution, shipping management (if applicable, or effective
liaison with these functions/departments)
20. Packaging and transport regulatory awareness, compliance and information
communication
21. Health and safety compliance
22. International trading issues/imports/legal, awareness and management
23. (If formal director) Execute the responsibilities of a company director
according to lawful and ethical standards, as referenced in ... (whatever
director policy and standards document you might use).

chief executive officer (ceo) or managing director - typical job

description duties
1. Identify, develop and direct the implementation of business strategy
2.
3.
4.
5.
6.
7.

(depending on the situation some criteria may already exist or be established

by the organisation's chairman, owner(s)/shareholders)
Plan and direct the organisation's activities to achieve stated/agreed targets
and standards for financial and trading performance, quality, culture and
legislative adherence
Recruit, select and develop executive team members
Direct functions and performance via the executive team
Maintain and develop organisational culture, values and reputation in its
markets and with all staff, customers, suppliers, partners and
regulatory/official bodies
Report to shareholders/parent board on organisational plans and performance
Execute the responsibilities of a company director according to lawful and
ethical standards, as referenced in ... (whatever director policy and standards
document you might use).

chairman/chairperson - typical job description duties

(The chairman is appointed by and reports to the board of directors.)

1. Preside over board or executive committee
2. Supply vision and imagination at the highest level (normally working closely
with the MD or CEO)

3. Take chair at general meetings, within which: to ensure orderly conduct; fair
and appropriate opportunity for all to contribute; suitable time allocation per
item; determining order of agenda; directing discussion towards consensus;
clarifying and summing up actions and policies
4. Act as the organisation's representative in its dealings with the outside world
5. Play a leading part in determining composition of board and sub-committees,
so as to achieve harmony and effectiveness
6. Take decisions as delegated by the board and where required chair board
meetings.
7. Execute the responsibilities of a company director according to lawful and
ethical standards, as referenced in ... (whatever director policy and standards
document you might use).

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