Person Specifications

The person specification draws directly on the competence framework. It specifies those skills required for the job and the level at which they should be pitched. For example the role described in 3.2.1.1 and 3.2.2.1 above might require the following person specification:

qualifications- honours degree, preferably in history, and a post-graduate qualification in archives, or at least five years experience in records work

experience- an understanding of central government structures and knowledge of contemporary history; an awareness of the potential of records for historical research; knowledge of the holdings of the Public Record Office; an awareness of records management principles and practices

skills- high level of interpersonal skills; ability to work as part of a team; initiative; decisiveness; consistency

The role described in 3.2.1.2 and 3.2.2.2 above might have the following person specification:

qualifications- tertiary qualifications in records management

experience- five years records management experience, ideally in a supervisory role; experience in implementing and maintaining a computer-based records system is desirable

specialist skills and knowledge- computer keyboard skills; knowledge of activities and operations of government; understanding of archives legislation

management skills- ability to work within specified timescales to achieve set objectives

interpersonal skills- ability to liaise with staff at all levels and assist them in records and research functions; essential to work in a team environment to achieve a team objective

Training and Development

4.1

The issues surrounding the demand for more efficient and reliable management of information and the automation of government business give rise to training and development needs across government. The competence framework detailed in earlier sections of this guidance and the job and person specifications linked to it provide the means to identify those needs.

Staff development must be seen in conjunction with the operational needs of departments. In the records management function these are set out in legislation, standards and best practice guidelines, but they will also be integrated closely with the work and strategic priorities of the department as a whole.

Development Plans

Each member of the records management function should have a development plan, drawn up on the basis of a comparison between their skills and the competencies necessary for their role. Such a plan should be guided by the department’s strategic priorities. The plan should be drawn up at the beginning of each business year, in conjunction with the performance management plan for the

individual. It should identify the skills which are to be developed, the methods used to develop them, the contribution that this development will make to the department’s corporate objectives, and criteria for the evaluation of the success of the development activity.

Training

4.3.1 Training might be undertaken in a number of different ways:

• reading

• videos and electronic learning materials

• mentoring and coaching

• formal courses

• on the job learning

Training methods should be chosen to suit the individual involved and the learning objectives.

Date: 2015-12-24; view: 681