UNDP Job Description Template Explanatory Note
November 2004
The new Job Description consists of seven sections:
Post Information Organizational Context Functions / Key Results Expected Impact of Results Competencies Recruitment Requirement Signatures Post Information Enter the post title, post number, organizational unit, supervisor/ grade, post status (rotational/non-rotational), source of funding, current grade, proposed grade, approved grade, names and titles of the person who classified the post and the person who approved the post classification. Organizational Context Identify the primary purpose of the post, level of responsibility/ accountability, leadership role, enabling environment, internal/external focus of the job. Level of responsibility/accountability. Indicate the level of responsibility which can be provision of support, managing the process, content management, managing and approving transactions, managing and approving operations, setting policies and strategies, defining the vision, etc. Leadership role. Indicate whether the incumbent has the role of Manager, Team Leader, Analyst or Advisor. Enabling environment. Indicate the role and engagement of the incumbent in the peer community. Internal/External focus of the job. Indicate the purpose of internal/external contacts and level of contacts. Functions / Key Results Expected Describe in order of importance the key functions and results expected, the nature of substantive individual contribution. Do not be activities or task-specific. It is advisable to limit the job description to five key functions and expected results. Impact of Results Identify the impact of key results across the unit/office/bureau/Organization. Competencies Describe how the incumbent is expected to apply their knowledge, skills, abilities and behaviours to achieve the results. Functional competencies are attributes demonstrating efficient application of substantive knowledge, e.g. specialized knowledge. Corporate competencies are attributes important for successful performance in the organizational culture, e.g. core values and corporate commitment. Managerial competencies are managing relationships, managing complexity, people development, etc. Behavioral competencies are people or networking skills etc. Competencies and their indicators can be different for managers and other staff. Recruitment Requirement Describe the minimum qualifications required to perform the duties of the post. In case of reclassification of post, requirements may not be equivalent to those of the incumbent. a
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Education. Indicate the minimum education requirements (secondary education, University degree in__, Advanced University degree in__, Doctorate in__). Experience. Indicate extent(years), type and level of experience. Language Requirements. Indicate proficiency required in one, two or three languages. Signatures- Post Description Certification Job descriptions should be signed by the incumbent (if applicable), supervisor and Chief of Division/ Section.
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