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It guides HR and hiring teams to draft sections such as identification, key accountabilities with “what good looks like,” performance measures, decision rights, essential and desirable requirements, and job conditions. 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It should be written last after accountabilities are settled.","Answer",{"name":111,"@type":106,"acceptedAnswer":112},"How should key accountabilities be written?",{"text":113,"@type":109},"Each accountability should describe an outcome the role owns (not a task). Every item should start with a verb and include a clear “What good looks like” standard.",{"name":115,"@type":106,"acceptedAnswer":116},"How is performance measured in this job description template?",{"text":117,"@type":109},"Performance measures must follow from accountabilities and specify how they are assessed, including frequency and assessor for qualitative measures.","https://schema.org",{"og:url":78,"og:type":120,"og:title":59,"og:site_name":91,"og:description":61},"article",{"robots":122,"canonical":78},"index,follow",{"doc_id":124,"site_id":56},162390,1788124101,{"code":4,"msg":5,"data":127},{"doc_id":124,"user_id":128,"nickname":88,"user_avatar":129,"doc_module":9,"category_id":40,"category_name":41,"doc_title":59,"doc_description":61,"doc_content":130,"file_id":131,"file_url":132,"file_type":133,"file_size":134,"view_count":9,"is_deleted":4,"is_public":9,"is_downloadable":9,"audit_status":9,"page_count":135,"language":136,"language_code":57,"site_id":56,"html_lang":57,"table_of_contents":137,"faqs":138,"seo_title":139,"seo_description":61,"update_tm":125,"read_time":76},1099523882367,"https://ap-avatar.wpscdn.com/davatar_9964176cb1d06d4a9deccf72a44ae3dc","Job Description Template\nA job description is the written statement of what a role is accountable for, what it requires, where it sits in the organisation and how its success is measured. It is used to advertise the role, to assess candidates against a consistent standard, and afterwards to settle questions about scope, level and pay.\nJob Description Template for Blank job description template\nThe structure with drafting notes in brackets. Delete the notes rather than answering them in the document.\n[Company Name]\nJOB DESCRIPTION\n1. IDENTIFICATION\nJob title: [Job Title]\nFunction: [Function]  |  Department: [Department]\nBand or level: [Band or Level]\nLocation: [Location]  |  Work pattern: [On site / Hybrid / Remote]\nReports to: [Manager Job Title]\nDirect reports: [Number and Roles, or \"none\"]\nIndirect reports: [Number, or \"none\"]\nWritten or last reviewed: [Date]  |  Owner: [Owner Designation]\n2. PURPOSE OF THE ROLE\n[Two or three sentences. Why does this role exist, and what would not happen if it did not? Write this section last, once the accountabilities are settled. Do not describe the department here; describe the role.]\n3. KEY ACCOUNTABILITIES\n[Six to eight. Each one an outcome the role owns, not a task it performs. Start each with a verb that describes a result. If you cannot say what good looks like, the accountability is not written yet.]\n3.1 [Accountability]\nWhat good looks like: [Description of the standard]\n3.2 [Accountability]\nWhat good looks like: [Description of the standard]\n3.3 [Accountability]\nWhat good looks like: [Description of the standard]\n[Continue to 3.6 or 3.8. If the list runs past eight, check whether this is one role or two.]\n4. HOW PERFORMANCE IS MEASURED\n[Three to five measures, each following from an accountability above. Where a measure is qualitative, say who assesses it and against what.]\n4.1 [Measure], assessed [Frequency] by [Assessor]\n4.2 [Measure], assessed [Frequency] by [Assessor]\n4.3 [Measure], assessed [Frequency] by [Assessor]\n5. SCOPE AND DECISION RIGHTS\nBudget held: [Budget Description, or \"none\"]\nHeadcount: [Headcount Description, or \"none\"]\nApproval limits: [Approval Description, or \"none\"]\nDecisions this role takes without escalating: [Decision], [Decision], [Decision]\nDecisions this role recommends but does not take: [Decision], [Decision]\n6. WORKING RELATIONSHIPS\nInternal: [Function or Role] for [Purpose]; [Function or Role] for [Purpose]\nExternal: [Party] for [Purpose]; [Party] for [Purpose]\n7. ESSENTIAL REQUIREMENTS\n[What someone must have on day one. Each line should survive the question: would we decline a strong candidate who lacked this? If not, move it to section 8.]\n7.1 [Requirement]\n7.2 [Requirement]\n7.3 [Requirement]\n7.4 [Requirement]\n8. DESIRABLE REQUIREMENTS\n[What would help, and can be learned or worked around.]\n8.1 [Requirement]\n8.2 [Requirement]\n8.3 [Requirement]\n9. CONDITIONS\nTravel: [Travel Expectation]\nWork pattern: [Shift, on-call or other pattern, or \"standard hours\"]\nOther: [Any condition that would materially affect whether someone wants this role]\n10. APPROVAL\nPrepared by: [Name and Designation]  |  Date: [Date]\nApproved by: [Name and Designation]  |  Date: [Date]\nBand confirmed by: [Name and Designation]  |  Date: [Date]\nNext review: [Review Date]\nJob Description Template for Worked example, individual contributor role\nA mid-level operational role. Note that the accountabilities describe outcomes and each carries a standard, which is what makes the description usable at interview and at appraisal.\n[Company Name]\nJOB DESCRIPTION\n1. IDENTIFICATION\nJob title: Payroll Executive\nFunction: Human Resources  |  Department: Payroll Operations\nBand or level: [Band or Level]\nLocation: [Location]  |  Work pattern: [On site / Hybrid]\nReports to: Payroll Manager\nDirect reports: none\nWritten or last reviewed: [Date]  |  Owner: [Owner Designation]\n2. PURPOSE OF THE ROLE\nThis role runs the monthly payroll for [Headcount Description] employees across [Number] locations, so ","cbCaiqnk6dT2nm5M","https://ap.wps.com/l/cbCaiqnk6dT2nm5M","docx",14009,9,"English","# 1. IDENTIFICATION\n# 2. PURPOSE OF THE ROLE\n# 3. KEY ACCOUNTABILITIES\n## 3.1 [Accountability]\n## 3.2 [Accountability]\n## 3.3 [Accountability]\n# 4. HOW PERFORMANCE IS MEASURED\n## 4.1 [Measure], assessed [Frequency] by [Assessor]\n# 5. SCOPE AND DECISION RIGHTS\n# 6. WORKING RELATIONSHIPS\n# 7. ESSENTIAL REQUIREMENTS\n# 8. DESIRABLE REQUIREMENTS\n# 9. CONDITIONS\n# 10. APPROVAL\n# Job Description Template for Worked example, individual contributor role","[{\"question\":\"What is the purpose of the “Purpose of the Role” section in the template?\",\"answer\":\"It explains why the role exists and what would not happen if the role did not exist. It should be written last after accountabilities are settled.\"},{\"question\":\"How should key accountabilities be written?\",\"answer\":\"Each accountability should describe an outcome the role owns (not a task). Every item should start with a verb and include a clear “What good looks like” standard.\"},{\"question\":\"How is performance measured in this job description template?\",\"answer\":\"Performance measures must follow from accountabilities and specify how they are assessed, including frequency and assessor for qualitative measures.\"}]","Job Description Template | DOCX"]