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Closely related to workforce planning is job design - designing jobs that are attractive to personnel with the relevant competences, sustainable over time, and offer opportunities for development. The term "Job Specification" as used below comprises both the competence-based Job Description plus the specification of knowledge and skills required.
  1. Be clear about the purpose of the job – what will the job holder be expected to contribute to achieving the team's objectives?


  2. Identify from National Occupational Standards which activities the job holder will be expected to carry out.


  3. List the relevant units of National Occupational Standards; this forms the basis of the job description.


  4. From the units selected, identify the critical areas of knowledge and skills that the job holder will need to possess and list these.


  5. Estimate whether you will be able to attract candidates who have the necessary knowledge and skills, are capable of carrying out the required activities competently over time and will be able to develop in the role.


  6. If you are unable to attract suitable candidates, you will need to revise your job specification. This may mean also revising other people's job specifications, and revisiting your workforce plans.
Download the Job Specification Template or the Role Profile Template to help you with this.

Example Role Profiles (the sets of National Occupational Standards relevant to specific job roles) can be found in the Role Profiles section of this site.

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