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Seb Anthony

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Job descriptions and competency frameworks


I am currently involved in reviewing and up dating the role of a team of field based regional trainers. As part of this process there has been a need identified to develop a job specific competency framework, and a revised job description, refelcting responsibilities across all 4 stages of the training cycle. If anyone has experience of a similar process, and could give me some pointers I would be very grateful.
Matt Brown

3 Responses

  1. Suggested Background Reason
    At the recent CIPD Conference, I picked up the following from the Pocketbook series:

    The Trainer Standards Pocketbook, John Townsend, ISBN 1-870471-27-X.

    This may give you some useful pointers.

  2. Try the EmpNTO

    If you haven’t already got them the Learning and Development Standards of the Employment NTO should give you all the competency information you need. Further information is on the EmpNTO website at:

    Jeffrey Brooks
    Institute of Training and Occupational Learning

  3. Job descriptions
    We have noticed a lot of questions recently around re-writing job descriptions as part of general performance management consultancy. We offer a word of warning!

    Our main core area is management and legal training and we would caution against radical change of job desription without a formal consultation process in place.

    Employment law changes constantly and it clear that the trends point adversely to any employer who imagines they can amend an employee job decription.

    Without following a process and having complete agreement as to the changes from the employee you almost certainly will encourage at best employee disatisfaction and at worst tribunal applications.

    We speak from not only a training perspective, as ex lawyers we also made historic earnings from such mishaps in this area.

    The marginally disatisfied employee can use a job description amendment to ‘beef’ up an otherwise meritless claim. Most are successful due to the lack of written process in involving the employee. A verbal agreement is almost never enough.

    There are a mass of employment law issues around the issue of managing performance against any standards. In a number of the questions these performance standards are referred to as new, up dated or reviewed. All three cases need careful handling.

    So far no one has mentioned the rewriting of the JD as having anything to do with employment law yet it is fundamental to the contract in respect of performance and plays centre stage in disputes.

    TBDGlobal Ltd
    0870 241 3998


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