In the evolving world of local government leadership, the traditional position description (PD) is under scrutiny. As councils grapple with shifting priorities, complex community needs, and the demand for innovation, the question arises: Are position descriptions still relevant, or is it time for a rethink?
At Leading Roles, we’ve worked with countless councils to recruit and develop high-performing leaders. While position descriptions have long been a cornerstone of recruitment and performance management, their effectiveness depends on how they’re crafted and used. Here’s our perspective on why PDs still matter, but only if we approach them differently.
The Case for Position Descriptions
Position descriptions provide clarity. They outline responsibilities, expectations, and qualifications, ensuring candidates understand the role and its requirements. For councils, they form the basis of accountability and alignment with organisational goals.
However, the traditional PD often falls short in today’s fast-paced environment. Static documents can struggle to reflect the dynamic nature of executive roles, particularly in local government, where priorities and community needs are constantly changing.
Reframing the Position Description
Rather than discarding the PD altogether, we advocate for a fresh approach. Here’s how councils can modernise position descriptions to better reflect the demands of contemporary leadership:
Incorporate Selection Criteria Selection: criteria should go beyond listing capabilities, knowledge, and education. They need to be relevant to the specific requirements of the role at the time of recruitment. This ensures that candidates meet both the current and anticipated needs of the position.
Include Organisational Values: Position descriptions rarely include organisational values, but they should. Highlighting values signals to prospective employees the importance of demonstrating these values in their work. It fosters alignment between the individual’s behaviour and the organisation’s culture.
Contextualise the Role: PDs should articulate how the role contributes to the team, department, and organisation’s goals. Clearly outline the relative importance of each key responsibility, providing context for how the role fits into the broader strategic framework.
Highlight Key Relationships: Effective leadership depends on collaboration. Position descriptions should specify the key internal and external relationships necessary for success in the role. This clarity can guide the incumbent’s approach to stakeholder engagement.
Focus on Outcomes, Not Just Tasks: Traditional PDs often read like checklists of duties. Instead, shift the emphasis to outcomes and impact. What does success look like in the role? This perspective encourages innovation and empowers leaders to think beyond routine responsibilities.
Embed Leadership Behaviours: Beyond technical skills, today’s leaders must demonstrate adaptability, resilience, and the ability to inspire their teams. Embed leadership competencies in the PD, emphasising behaviours that align with the council’s values and strategic direction.
Embed Flexibility: The modern workplace demands agility. Position descriptions should acknowledge the evolving nature of roles, allowing for adaptation to new challenges or priorities without constant rewrites.
Align with Strategic Goals: Position descriptions should reflect the council’s broader strategic vision. By linking roles to organisational objectives, leaders are better equipped to contribute meaningfully to long-term success.
Moving Beyond the Document
While an updated PD is essential, it’s only part of the picture. The recruitment process, performance planning, and professional development opportunities should complement the position description to ensure alignment and growth. Regular reviews of the PD in light of changing circumstances can keep it relevant and actionable.
Are PDs Obsolete?
Far from being obsolete, position descriptions are evolving. When thoughtfully designed, they remain a vital tool for councils to attract, recruit, and develop exceptional leaders. However, they must adapt to reflect the complexities of modern leadership, focusing on impact, flexibility, and alignment with strategic goals.
At Leading Roles, we help councils rethink their approach to leadership recruitment and performance. By modernising tools like position descriptions, we ensure councils are equipped with leaders who are prepared to meet the challenges of today—and tomorrow.
If you’re ready to reimagine how you define and recruit for leadership roles, we’re here to guide the way. Contact us at hello@leadingroles.com.au or call 1800 088 000.