Post Profile {PACSR2-9}

This program may be used to report the Job Specifiation Profile of a Post.

User Selection	Prompt Text ^{* an item between square brackets [ ] is the default answer}	Type & Length	Comments
1	Post Code	A4
2	Report Only Compulsory Skills (Y/N)	A1	If (Y)es, only Compulsory Skills as in Skills/Competencies per Post {PSDOP-18} will be included
3	Report Only Skills for Elimination (Y/N)	A1	If (Y)es, only Skills where the field Eliminate is (Y)es as in Skills/Competencies per Post {PSDOP-18} will be included
4	Report Skill Percentages (Y/N)	A1	If (Y)es, the "Ideal Percentage", "Minimum Accepable" and "Training Percentage" as in Skills/Competencies per Post {PSDOP-18} will be included in the report.

System Select
1	Post Description, Direct Senior's Post, Grades and Minimum Qualification from the "Post Detail" tab of Posts {PACS-4}
2	The Staff Complement is a list of all other posts that are active and have this post as "Senior Post" in Posts {PACS-4}
3	The Department is the primary department of the post as recorded in Posts {PACS-4} and the Faculty is the Faculty of the Department
4	Experience/Competencies from tab "Page 3" of Posts {PACS-4}.
5	Post Description as recorded in the "Post Description" - tab of Posts {PACS-4}., ordered bt line number.
6	Task and Skill Requirements is extracted from Tasks for the Post as recorded in {PSDOP-18} with the related Skill/Competency per Skill/Competency Category {PSDCS-3}.
7	Key Performance Areas for the Post as in {PSDOP-17}

Example:

25-SEP-2008 16:20:40 Integrated Tertiary Software itsv13 Page : 1 Program p0qccc.pc v13.0.0.0 Print Job Specification Post Code B001 Post Description DIRECTOR HUMAN RESOURCES Direct Senior's Post 0 - VICE CHANCELLOR Grades from 4 to 0 Rank 5 - DIRECTOR Staff Complement ---------------- SENIOR ADMIN OFFICER SNR PERSONNEL OFFICER Faculty 4 - EDUCATION Department 1201 - TEACHING DEVELOPMENT UNIT Minimum Qualification Required 0007 - 7 YR DEGREE Experience/Competencies ----------------------- 10 years experience in Human Resource Management of which 4 years must be in generalist role and 2 years at a senior management level Post Description ---------------- Job purpose and primary objectives The Executive Director Resource Management and Planning is responsible for the Human Resource function and leading the HR team by 1 Developing and implementing human resource strategies, planning and policies to facilitate the achievement of organisational objectives. 2 Managing the Human Resources Division within Univen to achieve cost effective outputs and outcomes. 3 Providing advice to Executive management and staff on human resource matters. 4 Working collaboratively with HR staff to ensure integrated service provision. 5 Establishing a service delivery culture, standards and style that are based upon honouring commitments, fostering team spirit and building relationships. 6 Providing a high quality HR service and advice that is proactive and solution focussed and responsive to customer needs. Task and Skill Requirements --------------------------- Skill/Competency Category : 0005 - Planning & organisational skills Task 0001 - All tasks for the post 044 Business Plan development Ideal Percentage: 50.00 Minimum Acceptable: 50.00 Training Percentage: 50.00 072 Ability to coordinate people and resources Ideal Percentage: 50.00 Minimum Acceptable: 50.00 Training Percentage: 50.00 194 Strategic planning knowledge Ideal Percentage: 50.00 Minimum Acceptable: 50.00 Training Percentage: 50.00 Skill/Competency Category : 0006 - Service orientation Task 0001 - All tasks for the post 076 Knowledge of principles of customer service Ideal Percentage: 50.00 Minimum Acceptable: 50.00 Training Percentage: 50.00 087 Ability to evaluate customer satisfaction Ideal Percentage: 50.00 Minimum Acceptable: 50.00 Training Percentage: 50.00 Key Performance Areas --------------------- 079 - Build HR capacity within line management Purpose ------- Facilitate realignment of the relative roles and responsibilities of human resources and line management. Ensure that HR is in a position to play a more facilitative role, by providing tools and support to enable line management, and people responsible for supporting service delivery to fulfil their roles as people managers; adequately and actively backed up with expert/specialist consultative, advisory and support services. Act as internal consultant to provide relevant and timely advice to Executive, management and staff on human resource policy, practices and 131 - Compensation and benefits Purpose ------- Manage the design, implementation and administration of employee compensation strategies, policies and plans Manage the administration of compensation processes, payroll and benefit systems;Ensure that strategies, policies and plans take into account external trends and influences, career aspirations of employees and resources of the organisation. Review and evaluate current employee benefit programs and recommend improvements (e.g. medical, retirement, death, disability) End of Report

Processing Rules
	No special processing rules.

History of Changes

Date	System Version	By Whom	Job	Description
25-Sep-2008	v01.0.0.0	Frans Pelser	t151619	New program