Job Description - Supervisor
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,
* 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.
Although there are many titles for workers on golf courses e.g. Assistant Greenkeeper, First Assistant Greenkeeper, Foreman, Deputy Head Greenkeeper, Head Greenkeeper, Deputy Course Manager, Course Manager etc, there are three types of job.
These are Greenkeeper, Supervisor and Manager. Because of tradition or local needs, some golf clubs may wish to continue to call their supervisors for example, First Assistants, Deputy Head Grenkeepers or Deputy Course Managers. It is recommended that they are all called Supervisors for job specification, salary and terms of conditions of service.
The job specification which follows shows the range of duties that trained, qualified Supervisors could perform. Golf clubs can use these specifications to create descriptions appropriate to their needs and the capabilities of their staff, for example a Deputy Course Manager may not be fully competent in all of the management skills needed by a Course Manager.
GOLF COURSE SUPERVISOR JOB SPECIFICATION
The person supervising greenkeepers should be competent to fulfil the range of duties of a greenkeeper plus the day-to-day supervision of the greenkeeping team. This could include:
Holding Team Meetings
Communicating information (Oral and Written)
Briefing Teams
Allocating Work
Motivating staff
Appraising staff
Basic customer care
Making presentations
In addition, Supervisors could be competent to:
Design basic golf course features
Estimate resource requirements
Manage drainage and irrigation systems
Manage the use of chemicals
Supervise spraying operations
Maintain machines
Plan and ensure the maintenance of a golf course
Plan and ensure the renovation of golf course features
Develop own skills and knowledge
Manage own time effectively
Make recommendations for the use of resources
Help to control resources
Example of a SUPERVISOR JOB DESCRIPTION
Golf Club Name: Sunnygreen Golf Club
Title: First Assistant
Reports to: Golf Course Manager
Based at: Sunnygreen Golf Club, Rolling Hills, Hampshire, RH56 7YT
Job purpose:
To carry out routine golf course maintenance tasks and supervise the greenkeeping staff, as directed by the Golf Course Manager, in accordance with the Club’s Golf Course Maintenance Policy, its Health and Safety Policy and the Greenkeepers Code of Conduct.
Key responsibilities and accountabilities:
1. Cut tees greens, surrounds, fairways and rough and semi rough.
2. Set up the golf course, including changing holes, moving tee markers, indicating OOB, Drop zones and hazards.
3. Switch and brush greens
4. Apply top dressing and fertilizer
5. Identify and control pests and diseases
6. Renovate worn and damaged turf
7. Prepare and maintain machinery
8. Brief the greenkeeping team
9. Manage the irrigation system
10. Design and build golf course features
11. Supervise spraying operations
