Position Descriptions & Job Announcements
Detailed insights into crafting effective position descriptions and job announcements to enhance organizational planning and boost candidate engagement.
What Is a Position Description?
Position descriptions*, also known as job descriptions, are essential tools that serve many purposes, including:
Outlining role expectations and objectives for potential candidates
Serving as a benchmark for performance appraisal
Aiding in legal compliance
Facilitating organizational planning and workforce management
Serving as the initial impression between potential candidates and your organization
*An important note: In government, a position description (PD) is an internal statement of the major duties, responsibilities, and supervisory relationships of a position. Your HR partners will pull content from a classified PD and use it in the public-facing job announcement.
Job announcements (job posts) are intended to engage with an external audience while still covering the core requirements and responsibilities for the role.
For examples on how to format common digital service vacancies, head to the Job Announcements Examples page.
Sample Position Descriptions
Review these samples from Digital.gov as a reference point. Then, work with your HR partners to select or develop a position description based on the information you gather from the planning questions below.
Key Elements of An Effective Position Description
Position descriptions should succinctly outline the role, use engaging and inclusive language, and adhere to legal employment standards. A position description becomes more compelling to a candidate when it clearly articulates the value and impact of the role, demonstrates potential for growth opportunities, and reflects organizational values that align with their personal values and professional goals.
Compelling and effective position descriptions and job announcements should aim to achieve the following:
Provide Clarity: It not articulates only the role’s duties and expectations, it also highlights unique benefits and career growth opportunities
Highlight Impact: It conveys the significance and potential impact of the role within the organization, emphasizing how the position contributes to overall success and mission fulfillment.
Inclusive Language: It uses language that encourages people to apply if they meet most (vs. all) stated qualifications, and deliberately avoids terms that may unintentionally deter certain groups from applying, thus encouraging a diverse range of applicants.
Meet Legal Standards: It complies with employment laws and regulations, reducing risk and ensuring fairness in recruitment practices.
Check out the job announcement examples page for practical examples.
Gather Key Info for Position Descriptions and Job Announcements
The planning process for a new role involves detailing its main function, reporting structure, responsibilities, required qualifications, competencies, tool usage, performance goals, training, salary, and legal compliance for the job posting. Use the questions in the chart below to start gathering the key information that will be used in the position description and eventual job announcement (job posting).
What is the primary purpose of this position?
Helps to define the core responsibilities and duties
Who will this person report to, and will they have any direct reports?
Provides information on the role’s place within the organizational structure
What are the key responsibilities and tasks for this role?
List the day-to-day activities and larger project-based tasks to assist with expectation setting for candidates
What are the qualifications required for this position?
Include required education, experience, certifications, and any technical skills
What are the key attributes or competencies the ideal candidate should possess?
This can range from behavioral or "soft skills", like communication or collaboration, to technical skills specific to the role
Are there specific tools, software, or technologies the person will need to use?
This gives potential candidates an idea of what they’ll work with
Are there specific ongoing or upcoming projects that will be worked on by the new hire(s) when they start?
This provides candidates with an idea of specific work that they will be doing and/or accountable for
What are the performance expectations for this role?
This can include targets, outputs, or qualitative measures of success
Is there any specific training or onboarding required for this role?
This will help the team and org to be prepared when a candidate is selected
What is the pay range for the position?
Including compensation in the job posting is a good practice and is particularly important for jurisdictions that require comp range to be posted
Are there any residency requirements or work location requirements?
Provide any requirements to live within a certain city/state and detailed information on in office working requirements and telework flexibility if applicable
Is there a probation/trial period for the role? If so, for how long?
Your HR partners can confirm if new employees will have to complete a one-year probationary period
Are there any questions that will be asked during the application process?
In some cases, candidates may be asked about their specialized experience and/or eligibility for the role
Is there any required legal language to include in the posting?
This helps to ensure that the positing follows labor laws within the jurisdiction that it’s posted
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