Writing job descriptions for staff is a necessary part of a well-managed human resource management system. However, often NGOs ignore to define the role of their staffs even after they join the organization for work. Maintaining job descriptions not only reflects the effectiveness of the organization’s human resource policy, they also lay out clarification for the staff and also mitigate any conflicts in the future. Below is some basic information about what job description is and how it can be developed.
A job description usually comprises of the following information of an individual staff about to be recruited or about to join the organization for work:
- • Title of the Job
- • Qualifications
- • Date of Joining
- • Name of the Supervisor
- • Location or Base
- • Tasks or Assignments
In some cases, these are also referred to as “Terms of reference” and they go into further details of defining the objectives, scope and deliverables of the staff position in addition to the above –mentioned points. As we can understand here, a job description is useful in the following manner:
- • It clearly outlines the role and responsibilities of each staff working in the organization and how the person is contributing to the overall vision of the work.
- • It helps in recruiting the most suitable candidate for the expected job work and it can be used for job advertising purposes as well.
- • A clear record of tasks listed in the job description also enables the organization to provide better orientation for newly recruited staff.
- • Job descriptions are also useful for accounting and financial management systems
- • A job description plays an important role for the organization in monitoring and evaluating the performance of the staff.
1. Purpose and Categories of Personnel
1.1 Purpose
The purpose of the Personnel Policy is to set down the policies, conditions, rights and obligations of Sisu Vikas Samiti employees subject to their performing of the duties and responsibilities in their respective job descriptions.
From the time of hiring, each employee will have access to this policy, so that he/she can adhere to it with full knowledge and information.
The policies described below may at any time be subject to modification if the Board of Members of Sisu Vikas Samiti deems it necessary. In such cases, employees will be fully informed of the changes made.
1.2 Categories of Personnel
All personnel working for Sisu Vikas S.amiti are classified into following types
1.2.1 Employees
Employees designate salaried individuals who, after a probationary period, are given ongoing assignments, either part-time or full-time, and are paid on monthly basis. They will be contracted on long-term basis subject to periodic evaluations and performance assessments. They will have the responsibility towards the day to day functioning and/or in any one of more ongoing/prospective projects of the Sisu Vikas Samiti. All the employees of the organization are classified into categories. These categories are as follows:
1. Management Category:
a. Executive Director
2.Professional Category:
a. Program Officer
b. Researcher
c. Finance Officer
3.Support Category:
a. Administrative Assistant
b. Office Boy
1.2.2 Consultants
Consultants are professional experts hired by Sisu Vikas Samiti on short-term basis only for the completion of specific tasks and assignments related to Sisu Vikas Samiti or one or more of its projects. Separate and limited contracts, defining their job description, timeline, deliverables, reporting procedures and payment details will be issued to consultants. They will be paid on daily/monthly/weekly basis depending upon the nature of their assignment. They will not be considered as full-time or part-time employees of the organization.
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