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Content of the job
The tasks you are expected to do. If the purpose of the job is to ensure, for 
example, that people get paid on time, the tasks involve include many 
activities related to payroll. 
Accountabilities
These are the results for which you are responsible. In practice they might be 
phrased in the same way as a description of a task. 
Performance criteria
These are the criteria which measure how good you are at the job. These are 
largely task related. 
Responsibility
This denotes the importance of the job. For example, a person running a 
department and taking decisions involving large amounts of money is more 
responsible that someone who only does what they are told. 
BPP Tutor Toolkit Copy

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PART D: LEADING AND MANAGING INDIVIDUALS AND TEAMS 
 
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Type of information 
Comments 
Organisational factors
Who does the jobholder report to directly (line manager)? 
Developmental factors
Likely promotion paths, if any, and career prospects. Some jobs are 'dead-end' 
if they lead nowhere. 
Environmental factors
These include working conditions, security and safety issues and equipment. 
3.2.2 Competences 
A current approach to job design is the development and outlining of 
competences
. 
A person's 
competence 
is ' capacity that leads to behaviour that meets the job demands within the 
parameters of the organisational environment and that, in turn, brings about desired results'.
Some take this further and suggest that a competence embodies the ability to 
transfer
skills and 
knowledge to new situations within the occupational area. 
Different sorts of competences
(a)