Job Description - Manager
JOB DESCRIPTIONS
Job descriptions are essential. They are required for recruitment so that the employer and the applicants can understand the job role. They are necessary for all people in work because a job description defines a person's role and accountability. Without a job description it is not possible for a person to commit to, or be held accountable for, a role. Job descriptions improve an organisation's ability to manage people and they should:
Clarify employer expectations of employees
Provide a basis of measuring job performance
Provide a clear description of job role for job candidates
Provide continuity of job role irrespective of manager interpretation
Enable pay and grading systems to be structured fairly and logically
Provide a reference guide in issues of employee/employer dispute
Provide a reference guide for discipline issues
Provide reference points for training and development.
Provide reference points for appraisals, performance reviews and counselling
Job Description should include:
* Job Title
* Location of job (Golf Club))
* Person that the individual reports to (line manager title, location, and functional manager, location if matrix management structure)
* Job purpose summary (ideally one sentence)
* Key responsibilities and accountabilities, (or 'Duties'. 8-15 numbered points)
* Dimensions/territory/scope/scale indicators (the areas to which responsibilities extend and the scale of responsibilities - staff, customers, territory, products, equipment, premises, etc)
* Date and other relevant internal references
For senior employees’ job descriptions it is useful to break key responsibilities into sections covering functional, managerial, and organisational areas.
The most difficult part of a job description to produce is the Key Responsibilities and Accountabilities section. Large organisations have generic versions for the most common organisational roles - so don't re-invent the wheel if something suitable already exists. If you have to create a job description from scratch, use this method to produce the 8-15 responsibilities:
1. Note down in a completely random fashion all of the aspects of the job.
2. Think about: processes, planning, executing, monitoring, reporting, communicating, managing people, resources, activities, money, information, inputs, outputs, communications, time.
3. Next combine and develop the random collection of ideas into a set of key responsibilities. (A junior position will not need more than 8. A senior one might need 15.)
4. Rank them roughly in order of importance.
5. Have someone who knows or has done the job well check your list and amend it as appropriate.
6. Double check that everything on the list is genuinely important and achievable.
Do not put targets into a job description. Targets are a moving output over which you need flexible control.
Do not have as one of the key responsibilities 'And anything else that the manager wants'. It's not fair, and nobody is ever committed to or accountable for such a thing.
Be very careful to adhere to relevant discrimination law when compiling job descriptions, job adverts and person-profiles. In the UK this means that you must not specify a preference according to gender, race, creed, religion, or physical ability.
GOLF COURSE MANAGER JOB SPECIFICATION
The person managing a team of greenkeepers should be qualified to fulfill the range of duties of a supervisor plus the day-to-day management of the greenkeeping team. This could include:
Managing meetings
Communicating to staff, colleagues, other managers, golfers and the general public (Oral and Written)
Briefing Teams, other managers and golfers
Managing Budgets and Finance
Training staff
Assessing staff
Appraising staff
Determining golf course development policies
Managing physical resources
In addition, Managers could be competent to:
Design basic golf course features and specify materials
Evaluate golf courses
Develop golf courses
Develop, negotiate and agree proposals
Commission projects
Promote the values and characteristics of the golf club
Develop teams of greenkeepers to enhance performance
Allocate work to teams and individuals
Evaluate performance of teams and individuals
Develop trust with managers and subordinates
Make presentations to staff, managers, customers and public
Communicate with the media and general public
Make decisions and recommendations in accordance with Employment Law, Health and Safety Act, and Accountancy Law
Appendix 1 to Annex A to Training and Development Manual
Job Descriptions
Job descriptions are essential. They are required for recruitment so that the employer and the applicants can understand the job role. They are necessary for all people in work because a job description defines a person's role and accountability. Without a job description it is not possible for a person to commit to, or be held accountable for, a role. Job descriptions improve an organisation's ability to manage people and they should:
Clarify employer expectations of employees
Provide a basis of measuring job performance
Provide a clear description of job role for job candidates
Provide continuity of job role irrespective of manager interpretation.
Enable pay and grading systems to be structured fairly and logically.
Provide a reference guide in issues of employee/employer dispute
Provide a reference guide for discipline issues
Provide reference points for training and development.
Provide reference points for appraisals, performance reviews and counselling
Job Description should include:
* Job Title
* Location of job (Golf Club))
* Person that the individual reports to (line manager title, location, and functional manager, location if matrix management structure)
* Job purpose summary (ideally one sentence)
* Key responsibilities and accountabilities, (or 'Duties'. 8-15 numbered points)
* Dimensions/territory/scope/scale indicators (the areas to which responsibilities extend and the scale of responsibilities - staff, customers, territory, products, equipment, premises, etc)
* Date and other relevant internal references
For senior employees’ job descriptions it is useful to break key responsibilities into sections covering functional, managerial, and organisational areas.
Example of GOLF COURSE MANAGER JOB DESCRIPTION
Golf Club Name: Sunnygreen Golf Club
Title: Golf Course Manager
Reports to: General Manager
Based at: Sunnygreen Golf Club, Rolling Hills, Hampshire, RH56 7YT
Job purpose:
To manage the golf course and the greenkeeping team, as directed by the General Manager, in accordance with the Club’s Golf Course Maintenance Policy, its Health and Safety Policy and the Greenkeepers Code of Conduct.
1. Appraise, train and assess greenkeeping staff
2. Manage budgets, finance and resources
3. Manage golf course policy
4. Manage environmental policy
5. Design golf course features
6. Evaluate golf courses
7. Negotiate and commission projects
8. Communicate with staff, golfers, other managers, the media and the general public
