The film: the workbench in 25 seconds. An illustrative example; nothing is saved or sent.
What the film shows, in words
- See what the job is made of, and what it truly needs.
- One role. Four responsibilities: 35%, 25%, 25%, 10%.
- 95% of the time is described. 5% is not.
- Training partner staff takes 15%: the job adds up.
- Three requirements. Two trace to the work. One, marked essential, traces to nothing.
- Nothing is added that the job does not need.
The film is unavailable. You can read what it shows below.
Job description template
See what the job is made of, and what it truly needs.
The demo: the worked example, one input at a time
ExampleA monitoring and evaluation officer (illustrative). Nothing is saved or sent.
Step 1 of 4
Four parts of a job, and one requirement that belongs to none of them.
35 + 25 + 25 + 10 = 95% of time described. 2/3 requirements traced. The tool raises two flags.
95%of time described
35 + 25 + 25 + 10 = 955% left open
135%
Maintain the indicator tracking system and data quality checks
Data management3 · Practitioner
- Experience running indicator tracking for a donor-funded programme
225%
Run field monitoring visits and verify reported results
Field monitoring3 · Practitioner
- Able to ride a motorbike for field visits
325%
Analyse results and draft quarterly donor reports
Analysis and reporting3 · Practitioner
410%
Train partner staff on data collection tools
Training delivery2 · Working
5%not described
The rooms
- 1
Maintain the indicator tracking system and data quality checks35% · Data management · 3 · Practitioner
- 2
Run field monitoring visits and verify reported results25% · Field monitoring · 3 · Practitioner
- 3
Analyse results and draft quarterly donor reports25% · Analysis and reporting · 3 · Practitioner
- 4
Train partner staff on data collection tools10% · Training delivery · 2 · Working
The requirements, and where each lies
Experience running indicator tracking for a donor-funded programmeEssential, in room 1: Maintain the indicator tracking system and data quality checks
Able to ride a motorbike for field visitsDesirable, in room 2: Run field monitoring visits and verify reported results
Master’s degreeEssential, outside the walls“Master’s degree” is not linked to a responsibility.
- Time shares add up to 95%, not 100%.Adjust them so the profile reflects the real job.
The tool’s own limitQualifications should be justified by the work, not assumed.
Now your role, room by room.
Build a role profile from the work itself: responsibilities with a share of time, the competency each one needs and the level required. Requirements must trace back to a responsibility, so nothing is added that the job does not need.
Your plan
95%of time described
35 + 25 + 25 + 10 = 955% left open
Time shares add up to 95%, not 100%. Adjust them so the profile reflects the real job.
5%not described
Outside the walls
- Essential · is not linked to a responsibility
Every requirement lies inside a room.
- Responsibilities
- 4
- Of time described
- 95%
- Competencies
- 4
- Requirements traced
- 2/3
Select a room to open its card. With a room in focus, plus and minus change its share by 1, with Shift by 5.
Drafted from your inputs as you work. Every line of the profile comes from your inputs; nothing is added.
- Maintain the indicator tracking system and dat…35%
- Run field monitoring visits and verify reporte…25%
- Analyse results and draft quarterly donor repo…25%
- Train partner staff on data collection tools10%
| Competency | Level required | Responsibilities |
|---|---|---|
| Data management | 3 · Practitioner | 1 |
| Field monitoring | 3 · Practitioner | 2 |
| Analysis and reporting | 3 · Practitioner | 3 |
| Training delivery | 2 · Working | 4 |
Checks
- Check: Time shares add up to 95%, not 100%.Adjust them so the profile reflects the real job.
- Gap: “Master’s degree” is not linked to a responsibility.Unlinked requirements can exclude good candidates unfairly. Link it or remove it.
Draft role design. This tool approves nothing and sets no grade or pay. It becomes a job description only when the employer’s own process approves it.
Role profile: Monitoring and Evaluation Officer
Purpose
Make sure programme results are measured accurately and used in decisions.
Reporting and location
- Reports to: Programme Manager
- Location: Tamale, with regular field travel
Key responsibilities
- Maintain the indicator tracking system and data quality checks (35% of time).
- Run field monitoring visits and verify reported results (25% of time).
- Analyse results and draft quarterly donor reports (25% of time).
- Train partner staff on data collection tools (10% of time).
Essential requirements
- Experience running indicator tracking for a donor-funded programme
- Master’s degree
Desirable requirements
- Able to ride a motorbike for field visits
Your editable template
Role profile, by email once delivery is connected.
Role profile (DOCX) linked to the competency matrix (spreadsheet)
Tool: Job-description workbench Role: Monitoring and Evaluation Officer Result: 4 responsibilities · 4 competencies Status: draft role design, not approved Request: please scope competency frameworks and JD work (SVC-015).Send as a brief
How it works, and its limits.
The rules are published so you can check them. The tool checks that a requirement is linked to a responsibility. It cannot check that the link is deserved.
Method
- 01
Every line of the profile comes from your inputs; nothing is added.
- 02
The level required for a competency is the highest level any of its responsibilities needs.
- 03
Requirements not linked to a responsibility are flagged: essential ones as errors.
- 04
A responsibility you mark as a proposed duty is printed apart from the key responsibilities and named as a proposal. Its share of time, its competency and the requirements linked to it are counted as before.
- 05
The post’s existing mandate is printed word for word and is never rewritten. Where a proposed duty and the mandate disagree, the mandate stands.
- 06
Every result is a draft role design. No field or choice in the tool lifts that.
What it cannot tell you
- It does not set pay or grade; grading needs job evaluation.
- Check employment law and your organisation’s policies on requirements.
- Qualifications should be justified by the work, not assumed.
- Whether a duty may be added to a post is for the employer’s competent authority. The tool cannot read a scheme of service, and a title or role typed here confers nothing.
- It does not check the mandate you enter against the post’s own document, and it does not compare a proposed duty with it.
Quality ruleTrace each responsibility to input; avoid invented qualifications.
One role here. A whole framework is a service.
Prof. Wisdom GagakumaPrincipal for practice 02, Management & institutional strengthening
135%
- Experience running indicator tracking for a donor-funded programme
225%
- Able to ride a motorbike for field visits
325%
410%
5%not described