Job descriptions for all staff
What is it?
Detailed documentation outlining the responsibilities and accountabilities for a given job function. Job descriptions provide the basis of comparing jobs and therefore, ensure equity within the salary system. Job descriptions are important in order to establish an objective and transparent system to compare and categorize jobs. Job descriptions typically have the following sections: a high-level summary of key duties, a detailed list of responsibilities, description of the experience, knowledge, skills, and abilities required, and a list of any special working conditions or minimum physical requirements.
Why is it important?
Job descriptions are important to avoid favoritism or patronage, and thus to guard against unfairness and discrimination. They are also an important basis for performance management, as the responsibilities and duties that are required and expected of individual employees are detailed.
Key things to watch out for
- Job descriptions for all functions should include the same categories and be prepared jointly by the employee and manager.
- Job descriptions need to be current and therefore should be updated annually.
- In addition, the job description should reflect the job function, not the person doing the job.
How to calculate
Not applicable.
Benchmarking
Not applicable.
Resources
- Human Resource Management for MFIs Toolkit by Kim Pityn and Jennifer Helmuth. Available at www.microsave.net/.
- Building Human Resources Capacity: Developing Competencies for Microfinance Institutions by Cécile Zacarias and Sandra Togonon. Available at www.womensworldbanking.org/.
Evaluation
T1.A6-1.RMG