The Job Description card

The standardized job — what used to be called an Occupation — is the job description. Jadiroon does not keep two separate records for "the job" and "the document that describes it": the Job Description entity carries both. It is authored once, on the job itself, and every Position (seat) that instantiates it inherits the card automatically, with a small set of per-seat overrides for the fields that genuinely vary by box. This page documents the structured card. For the entity's place in the taxonomy, its table, and its lifecycle (create, duplicate, archive), see Job Descriptions & Positions.

Why a structured card, not free text

Before this card, "what this job does" was scattered across three unstructured, drifting text fields: the Job Description's own description, a Role's free-text responsibilities, and a Position's public hiring blurb. The card, modelled on the standard بطاقة الوصف الوظيفي used in Saudi public-sector job architecture, replaces all three with one authoritative, structured record that lives where it belongs — on the job, not on any one seat.

The eight sections

1. Job info

Title (bilingual), job family, grade, job type (نوع الوظيفة) — one of Managerial (إداري), Supervisory (إشرافي), Specialist (تخصصي) or Support (مساند) — and work location (موقع العمل). These live as plain fields on the Job Description; a Position may override the work location for a specific seat (e.g. the same standard job, opened in two different cities).

2. Purpose — الدور الوظيفي

A short paragraph stating why the job exists — its overall contribution, not a list of tasks. Stored as purposeAr/purposeEn (this is what used to live in the plain description field before the card).

3. Core responsibilities — المسؤوليات الرئيسية

The heart of the card. Each responsibility is captured as a structured triplet, not a paragraph:

فعل الإجراء (action verb) + موضوع المسؤولية (subject) + الغرض / الأثر (purpose or impact, optional)

For example: يُعِدّ (verb) التقارير المالية الشهرية (subject) لدعم قرارات الإدارة (purpose). The three parts render into one readable sentence, but are stored separately so they can be validated and reused individually.

Every verb is checked against five verb families and flagged (as a soft warning, never a block) if it matches none of them:

One more rule the editor enforces:

• 7–9 items, by convention. The editor's guidance targets 7–9 core responsibilities per job — few enough to stay meaningful, many enough to cover the real scope of the work.

4. General responsibilities — المسؤوليات العامة

The same triplet structure, for the responsibilities every job in the workspace shares regardless of its specialty (e.g. following safety policy, participating in the performance-review cycle, keeping required certifications current) — kept in a separate list so they never crowd out the job-specific core list.

5. Level evaluation — أبعاد المستوى

A four-dimension job evaluation, scored per dimension on a bounded ordinal scale:

Each dimension also carries an optional free-text description (the "Dimensions | Description" table — الأبعاد | الوصف — in the JD model) explaining that dimension for this job. These descriptions are documentation/display only and never feed the grade computation. A Suggest level & description with AI button drafts all four at once, grounded in the job's title, purpose, responsibilities and seniority: for each dimension it proposes the appropriate 1–5 level and a matching description. Any level you already rated is treated as a non-binding hint. In the preview you can adjust each suggested level and edit the text, then pick which dimensions to insert — the chosen dimensions' level and description are replaced (the grade recomputes from the inserted levels).

The four scores are combined through a versioned banding table (rubricVersion) into a computed job grade — not a free-hand sum, so the grade stays auditable and comparable across every Job Description scored under the same rubric version.

6. KPIs — مؤشرات الأداء

A list of performance indicators for the job, each tagged Quantitative (كمّي) or Qualitative (نوعي). The indicator name is a single free-text field you write in whichever language fits (no separate Arabic/English entry). Alongside the name and type, each KPI can record its related strategic objective (الهدف الإستراتيجي ذات العلاقة) and a target value / success criterion (القيمة المستهدفة / معيار النجاح) — e.g. the indicator "share of committees whose formation was reviewed", tied to the objective "strengthen board and committee governance", with the target "review all in-scope committees". Both fields are optional and free-text, so you can write them in whichever language fits.

7. Contacts — جهات التواصل

The parties the job routinely deals with, each tagged Internal (داخلي) or External (خارجي) — for example, internal contact with other departments for coordination, external contact with regulators or suppliers — with optional notes on the purpose (الهدف من التواصل) and the method (آلية التواصل) of each relationship, e.g. periodic meetings, official correspondence, or email.

8. Qualifications — المؤهلات والمتطلبات الرئيسية

Five fixed, labelled fields — each holding a single free-text value: Education (المؤهل العلمي), Specialization (التخصص), Field of prior experience (مجال الخبرة السابقة), Years of experience (سنوات الخبرة, e.g. "3 years"), and Professional certifications (شهادات احترافية). The set is not customizable — the same five labels appear on every Job Description, and each holds one value the author writes in whichever language they choose (Education also offers a dropdown of common degree levels you can pick or override). Competencies required for the job are captured separately under the Job Description's competency links, not here.

Beyond the eight sections

The card also carries four elements the base MOMH deck implies but doesn't box separately:

• Behavioral and technical competencies (الجدارات السلوكية / الجدارات الفنية) — these are not a new section. They reuse the Job Description's existing technical and general competency links — the same competencies gap analysis measures against.
• Delegated authorities (تفويض الصلاحيات) — financial, administrative or approval limits the job carries (e.g. a spending ceiling), each with an optional numeric limit.
• Reporting line and span of control — a descriptive "reports to" title (يرفع إلى) and, for jobs that supervise others, a span-of-control count (عدد المرؤوسين — how many people report to this job). These are plain fields on the Job Description, distinct from the peer/external relationships captured under Contacts.
• Governance field — a version number that bumps when the Job Description's content changes materially, so card updates can be tracked.

What lives on the Position instead

The card is authored once, on the Job Description, and every Position under it inherits it as-is. A handful of fields are deliberately per-seat overrides rather than shared:

Everything else on the card — responsibilities, KPIs, contacts, qualifications, the evaluation, competencies, authorities — is defined once and shared by every seat. This is the point of the model: identical seats under one Job Description never drift into slightly different job descriptions over time.

Viewing the card

The Job Description detail page presents the whole card read-only, in a side-rail of tabs that mirror the editor exactly: one flat list in the MOMH JD-model order — Overview, Responsibilities, Level evaluation, KPIs, Contacts, Qualifications, Competencies, Hiring & pay. Each tab shows a count of its items, and empty sections carry a short note rather than a blank panel. A reader navigates the Job Description the same way an editor authors it — the same sections, icons and order — only without any inputs. On a database that predates the structured card, the page falls back to the earlier purpose + competencies + free-text summary.

Export to Word

From the Job Description detail page, the "Export Word" button (top of the page) exports the card as a Word (.docx) file in the Ministry of Municipalities and Housing identity, built to match the ministry template:

• Ministry letterhead on every page — the ministry logo and a teal header rule up top; a light-teal footer rule, a "Last Updated" stamp and the decorative skyline strip at the bottom. Header and footer repeat automatically across any number of pages (a real Word section header/footer, not per-page copies).
• The nine sections as tables — Job details, Organizational placement, Purpose, Duties & responsibilities (grouped core/general), Level description, Performance indicators, Contacts, Qualifications, and Competencies — in the same tabular shapes as the Job Description card, with content identical to what's shown on screen.
• Follows the page locale (Arabic/English) and names the file after the Job Description. The button shows for anyone with view Job Descriptions permission (org.levels.view).

On a database that predates the structured card, whatever is available (name, purpose, competencies) is exported and empty sections carry a short note.

Related

• Job Descriptions & Positions — the entity model, the table, and the full create/edit/archive lifecycle.
• Taxonomy — where a Job Description sits in the Sector → Sub-sector → Job family chain.
• Saudization — a policy a Position can override.
• Pay scales — a Job Description's default pay grade is its salary range; a Position can override it with its own grade and step.