recruitment, job responsibilities, description, position title, experience, position description, job description, job requirements

recruitment, job responsibilities, description, position title, experience, position description, job description, job requirements


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Job Description Form

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Who can use this form

This form can be used by all employers.

Commentary

When completing the job description, care should be taken to properly express the key duties, responsibilities, and accountabilities of the position. To assist you to complete the form, you will be provided with examples based on a possible job description for a 'clerical and administrative' employee.

There are a number of benefits to businesses in having accurate job descriptions. These include the following:

Providing an employee with a job description assists the employee to understand the nature of their role and the employer’s expectations.
Having a job description in relation to a vacant position can assist the business during the recruitment process. For example, the job description may provide guidance when preparing the content of a job advertisement or preparing a brief for a recruiter. The business may also find it useful to refer to the job description when assessing whether a candidate fulfils the requirements of the position.
Having a job description in relation to a vacant position can assist the business during the recruitment process. For example, the job description may provide guidance when preparing the content of a job advertisement or preparing a brief for a recruiter. The business may also find it useful to refer to the job description when assessing whether a candidate fulfils the requirements of the position.
It is easier to identify award coverage based on the position description.

The manner in which a job description is provided to an employee can impact upon a business’ ability to alter the employee’s position description during the period of employment. It is suggested that you review the section in the Contract of Employment, which is provided in HR Advance, for an example of a contract which contains a provision regarding the business’ ability to alter the employee’s position description during the period of employment.

It is important that the description of the position summary and duties required to be performed are not too restrictive, so as to limit an employer’s ability to alter the nature of the duties or responsibilities of an employee. Significant unilateral alterations to an employee’s position will expose the business to the risk of legal action. Seek advice before making any significant amendments to an employee’s position description without their consent.

It is important when completing the job description form that consideration is given to the terms of any contract of employment or relevant industrial instrument that applies to the employee’s position. In particular, attempting to make the duties or responsibilities of an employee too broad could result in an employee being required to perform duties of a higher grade under an industrial instrument, which attracts a different rate of remuneration. It is important that you seek advice if you are uncertain of the interaction between the job description, the contract of employment and any other relevant instruments that potentially apply to the employee’s employment.

Important note to subscribers

The commentaries and documents in HR Advance are updated as necessary, to keep them relevant. You should familiarise yourself with the relevant commentary each time you create a document.

This document has been drafted to suit a wide variety of businesses, with a number of options available to enable you to customise the document to better suit your business. Nevertheless, you may need to make other changes to the document so that it suits the specific needs of your business. If you make additional changes, we cannot guarantee that the changes and modifications you make to the document will be legally compliant or enforceable.

This commentary and any additional information provided to assist you in creating this document, does not constitute legal advice.

If you are unsure about any aspect of this document (including the changes or amendments you make to it), you should seek appropriate advice from a lawyer, skilled in these issues. You should consult with your financial advisor in relation to any relevant taxation or financial issues concerning the document you create.

After creating this document, you should read through it carefully to make sure it meets your business needs and is consistent with other industrial instruments, policies and procedures which operate in your workplace. This commentary is not designed to be provided to employees or other workplace participants.

Further information

Further information on how to use this document can be found at the 'How to use these forms' link on the Forms page of the HR Advance website.

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