Job Definition

In order to be able to successfully identify any Key Areas, we must start by producing a clear definition of the job. There are two separate ways this may be done:

• Firstly, there is by way of Job Descriptions, Job Profiles, Organisation Charts etc. or verbal guidelines from the manager. In other words, other people's definitions of the job.
• Secondly, there is the way of personal experience of the job holder themselves.

If we remind ourselves of the four stages or subdivisions of a job we looked at earlier:

1. The job itself.
2. The Key Areas.
3. The tasks within each Key Area.
4. The activities performed in carrying out each task.

We will see that our two approaches to isolate the Key Areas can be to:

1. Break down the job as defined by Job Descriptions etc.
2. To build the Key Areas from the job holders experience of day to day activities.

If we have the advantage of being able to adopt both approaches, so much the better.

When we have acquired as much information as necessary, we can set about analysing it.

We can do this with the following question and answer technique. Nine questions are asked about the job, to which you reply Yes or No.

Here are the 9 questions:

1. Are there any subordinate staff reporting in?
2. Is there specific financial responsibility?
3. Is there responsibility for administration of functions, routines, policies, procedures etc?
4. Is there involvement in projects?
5. Are regular dealings with other people within the company essential?
6. Are regular dealings with other people outside the company essential?
7. Is there responsibility for development?
8. Is there responsibility for long term planning?
9. Are there any other responsibilities?