Dunn and Wilson scholarship project 1997 Job Descriptions: improving their currency, accuracy and usefulness

5. Where competencies fit?

Competencies are 'all the knowledge, skills and attitudes people use in order to fulfill their mission in the company' (Devisch, 1998). As the Library Industry Competency Standards (1995, p.3) 'reflect performance requirements' and adopt an outside-in approach to jobs they are a very useful tool to provide input into the development of job descriptions. Competencies are helpful in identifying the qualities of the person required to perform the job. They can also provide information on responsibility areas and examples of performance indicators or measures, however, it is important to tailor job descriptions to meet the needs of the individual organisation. It is also important to focus on the key competencies required for a position as the job description is meant to provide an overview of the position and identify major responsibilities.

Some organisations have identified core competencies which relate to their organisational values and these are often included or reflected in the job description. In addition some organisations have developed Competency Profiles for each position within their organisation, for example, Murdoch Magazines. These profiles outline key organisational competencies, key management competencies and key functional (technical) competencies. The profiles are incorporated into the organisations performance management system and form the basis for job profiles, recruitment guides, performance assessments and career/development programs.