The job description framework presented in the material provides a structured and standardized method for documenting roles within an organization. It ensures clarity, consistency, and alignment across departments by defining key job components such as responsibilities, reporting lines, required competencies, and contact interfaces.

The framework consists of two parts:

This approach supports job architecture, role clarity, and accurate job evaluation.

The template defines each field and clarifies how to use it when creating or updating job descriptions. The fields include:

The official name of the role. If one person performs multiple distinct roles, the organization should determine whether to split them into separate positions.

Used to group positions with similar core functions but different titles. Finalized when the job architecture is completed.

Indicates the division or segment of the company where the role belongs.

Defines the geographical or organizational reach of the role—Local, National, Regional, or Global.

The name of the functional manager.

The title of the functional manager’s role.

A concise statement describing why the role exists and its primary objective.

Up to five core responsibilities, each beginning with an action verb that reflects the correct expectation (e.g., Collect, Analyze, Create).

Specifies the extent of line management or leadership responsibility. If none, explicitly state "no leadership responsibility."

Describes responsibility for assets—physical, digital, or financial—and may include approximate value.

The level and type of theoretical knowledge required to perform the job.

Relevant work experience needed to perform the role at the expected quality level.

The required complexity and quality of communication and collaboration, including the ability to give advice or interpret information.

Main contacts inside the organization.

Main contacts outside the organization, such as clients, suppliers, or authorities.

Indicates who has formal authority to approve the job description.

The date the job description was finalized and signed off.

An example row applies the template to the role of Finance Administrator, illustrating how responsibilities, competencies, and reporting lines are documented.

The Finance Administrator works within the Finance department and supports daily financial operations. The operational scope is Local, with reporting to the Finance Manager.

To support finance operations through invoice processing, reconciliations, reporting activities, tax support, and financial data preparation.

The role requires gathering and providing financial information. Any advice provided is procedural and aligned with established practices. Internal contacts include department managers, the Finance Manager, and occasionally the CFO. External contacts consist of banks and tax authorities for information requests.

This example demonstrates how the structured template transforms raw role information into a clear, standardized job description.

The job description framework provides a consistent method for defining roles across an organization. With clear fields, standardized definitions, and a practical example, it supports job architecture, role clarity, fair evaluation, and strong governance. The Finance Administrator example shows how responsibilities, competencies, and reporting structures are captured to create a complete and actionable job description.