Writing a person specification nhs

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How do I put together a person specification?

Untitled Document Sometimes you want to get exactly the right person for your position and you'll want to put together a personal specification. This is as opposed to writing a general job description.

A person specification more fully describes the type of person who is most likely to be able to do the job satisfactorily. It include a person's education and qualifications, relevant training and personal stand out qualities. A straightforward job description concentrates more on the job itself and leaves the reader to decide whether they are right for it or not.

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Needless to say, writing a person specification can save time, but only if you don't turn away perfectly suitable candidates.

Advantages of the personal specification While clarifying the job on offer it also enables potential applicants to more clearly determine whether they are capable of meeting the requirements of the job, thereby reducing unsuitable candidates at an early stage The specification ensures all candidates are judged systematically on the same criteria and ensures that your selection decisions can be justified using objective criteria should they be called into question at a later stage.

The person specification and job description can also be used as the basis for staff development, appraisals, or promotions in the future.

These could be either essential or desirable and allow you to more clearly specify the type of person you are looking for. Physical attributes — good eyesight, etc Languages — If the position calls for specific language skills Attainments — qualifications, experience, grades and managerial positions.

Aptitudes — numeracy, communication skills - even patience. Personal qualities — shift working, unsocial hours, and the ability to be flexible. Prior Experience You may want candidates to have prior experience, but it's worth asking if you really need a specific number of years of experience?

Instead of judging on amount of years the candidate can be asked to show experience in a particular task. Being too specific about the number of years of experience you want could rule out a very able candidate who has gained experience in a wide variety of tasks in six months in favour of someone who may have more years experience but in a limited capacity.

Qualifications, education and training In some professions it will be a legal requirement that the candidate has certain qualifications in order to practice. In other cases it may be that it would be impossible to carry out certain tasks without having been trained to do them.

In all cases, you need to determine whether a specific qualification is the only way that a candidate could demonstrate that they are able to do the job. Someone who has no formal qualifications may have worked previously in a relevant sector and developed the necessary skills and knowledge.

Personal qualities and discrimination Be objective and ask whether these characteristics are directly relevant to the job.

If not, they could possibly be discriminatory. Indirect discrimination is not illegal, provided it can be objectively justified. Seeking somebody who is fit and strong could be indirectly discriminate against certain candidates and has to be objectively justified, in which case it becomes acceptable.

To avoid discrimination in this area, try to describe the tasks that are involved and allow the reader to judge for themselves. There are limited circumstances where it is legal to directly discriminate where it is a genuine occupational requirement GOR. Clarify for all Take some care over the words and phrases you use.

It may be that your perfectly reasonable job description simply reads badly or sets the wrong tone.Person specifications Widening Access to Specialty Training Widening Access to Specialty Training, a scheme to recruit overseas postgraduate doctors, with a focus on GP and Psychiatry.

Medical Termination of Pregnancy Act, Abortion, a subject often discussed in medico-legal circles, interims various streams of thoughts and multiple discipline, like theology, because most religions have something to say in the matter, ethics, because human conduct and its moral evaluation are the basic issues involved.

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The job specification is a tailored description of the vacancy, including the responsibilities and goals of the post-holder.

The person specification is a profile of the person you consider best fits the bill. Job and person specifications also help candidates. Page 3 of 11 Develop competencies, skills and confidence in writing reports and making appropriate referrals to variety of agencies and partner organisations.