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The primary purpose of a job description or profile is to identify the essential functions of the position. According to the Human Rights Act essential functions are those tasks or functions of a particular position that are fundamental to the position and removing them would dramatically change the nature or the job.

The Human Rights Act 2000, from which the issue of essential functions has come into focus, lists several reasons why a function could be considered essential:

The position exists to perform the function
There are a limited number of other employees available to perform the function
A function is highly specialised, and the person in the position is hired for special expertise or ability to perform it.

Knowing the essential functions of the job will aid you in:

Writing appropriate interview questions
Determining whether a person is qualified to perform the essential functions

So now it’s time to write the job description. Have you carefully thought about what is REALLY needed? Is there tolerance for a new person’s learning curve? As you consider your responses to these questions, remember that the staff of Hughes Consulting Group are available to offer you guidance in writing your job description.

Make a list of the top 5-8 things a person must do to be successful in the job. These are performance objectives. Tasks are much easier to prioritise than lists of skills and experience.
Once you set up the major objectives for each job, you’ll also want to touch on some supporting objectives such as management or organisational issues, improvements you’d like to see implemented, technical issues or team and people issues
Get S.M.A.R.T, be Specific, Measurable, Action-orientated, Results-focused and Time-based

In summary:

List all the knowledge, skills, and abilities necessary to perform the job, divide them into requirements and preferences
The requirements listed on the job description must support the essential functions, and serve as the primary criteria for selecting/rejecting candidates
Don’t lock yourself into strict requirements that may prevent you from considering qualified candidates. Consider substitutions for examples 4 years of professional experience or a bachelor’s degree
Keep in mind that, under the Human Rights Act, you cannot refuse to hire a qualified candidate who meets the requirements and whose disability can be reasonably accommodated.

Forms for writing a job description and profile are available.
More information on this topic

IMPORTANT NOTICE AND DISCLAIMER
This document and all other documents on this website are provided as resources only. They do not purport to constitute or substitute for legal advice. Hughesdirect.com (Pat O’Shea & Associates Limited) do not accept responsibility for the consequences of use of this document nor for any errors/omissions or misdescriptions of any kind. This disclaimer shall be a term of use of this and other documents on this website.