JOB DESCRIPTION
1.
Job Details
Job Title:
¤ Senior Credit Reviewer
Grade
Department:
¤ For HR Evaluation only
¤ Corporate Credit Risk
Location:
¤ Head Office
Direct Line Manager:
Date reviewed:
¤ Senior Manager – Head of Corporate Credit Risk
¤ …. 2012
Expiry date:
¤ …..2014
2.
Job Purpose
3.
Job Dimensions
Volume of Staff Supervised
(Direct reports and Indirect/ dotted
line reports)
¤ # direct reports
¤ # indirect reports
¤ This information is needed to determine the level of Management/Supervisory
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responsibility:
Direct reports are employees for whom the job holder sets annual performance targets,
reviews performance and carries out normal management responsibilities.
Indirect reports can include dotted line reports within a Matrix structure or employees that
the job holder provides mentoring, training and day to day supervision of (but does not
set objectives, review performance, etc)
¤ This information is needed to determine the level of impact the role has within the Bank:
¤ This can either include the:
Resources under control (eg,
direct budget, sales target,
financial impact on UAB results)
direct budget under the job holder’s control; or
annual sales target; or
potential financial impact on UAB results through either positive or negative job
performance.
¤ Note: For some jobs which provide advice to the business, it will be difficult to calculate
financial impact
¤ This information is needed to assess the level of responsibility/freedom of action. It can
Authority level and limits
UAB JOB DESCRIPTION TEMPLATE
Confidential
include:
Expense approval authority
Headcount increase/decrease
Overtime approval
Freedom to undertake actions on behalf of clients, without more senior approval
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4.
Organization Chart
EVP –
Chief Risk
Officer
Head of
Corporate
Credit Risk
Corporate
Credit
Analyst
(Officer)
Senior
Credit
Reviewer
Corporate
Credit
Reviewer
X5
5.
Job Accountabilities
Description
Performance Indicators
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JOB DESCRIPTION
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6.
Main Challenges
What are the conditions under which work is performed and the demands such work imposes
on the job holder.
Job context
¤ Describe the working conditions and the physical and mental demands of this role
¤ Where do the important responsibilities start and end between this role and the direct
manager and this role and the direct reports?
¤ What specific challenges does the job role have: example long hours, travel, pressures to
perform, providing back up in the absence of the Head of Dept.
Provide some examples of the types of issues encountered and the problems that need to be
dealt with by the job holder.
¤ To what extent is the job holder having to create new solutions or are there standard solutions
Problem solving &
Innovation
available to resolve the issues.
¤ What can go wrong in this job?
¤ Are these issues repeated events (eg, customer complaints) or unusual one-off incidents?
¤ To what extent does the job holder act alone to resolve the issues or refer the issue to a higher
authority level?
Internal working relationships
Client relationships/
Interpersonal skills
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External working relationships
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Risk management
¤ Identify the specific risks to the Bank’s activities that the job holder must be aware of or
work with.
¤ The areas of risk can include:
People (managing authority levels, reviewing activities/results, retaining/sharing knowledge)
Systems and software
Financial
Compliance with regulations, laws and operating procedures
Internal operating procedures (to be regularly reviewed)
¤ What checks, balances and controls are currently in place that the job holder must comply
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JOB DESCRIPTION
with?
¤ What level of freedom to act does the job holder have (without referral to
Managers/Supervisors)?
Planning &
Organizing
¤ To what extent does the job holder plan, organize and/or coordinate activities.
¤ Coordination of activities are: specific to few areas, generally related in nature across different
departments, or requires operational or conceptual coordination of diverse functions and services.
7.
Qualifications, Experience & Skills
Essential
Qualifications:
Experience:
Job Specific Skills:
Generic Skills/Requirements:
Desirable
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DELETE THE UNIMPORTANT COMPETENCIES FOR
THIS ROLE
¤ Excellent interpersonal skills – able to develop
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Competencies:
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UAB JOB DESCRIPTION TEMPLATE
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effective working relationships with a wide range of
people at different levels; demonstrates effective
body language, charisma and listening skills;
articulate
Project Management – able to identify key
milestones, anticipate problems, able to plan the
sequence of tasks, review timelines, develop
contingency plans
Intuitive – able to identify trends and opportunities
for business growth and to develop new business
relationships
Risk assessment/Initiative – anticipates and
prepares for specific issues or problems that may
not be obvious to others; pro-active – doesn’t wait
for issues to arise, able to adjust quickly to shifting
priorities
Result oriented – focused on achieving objectives;
follows through, completes tasks thoroughly
Self-Confidence - unflappable presence under
pressure
Problem solving – able to quickly identify the
important issues and put in place
solutions/remedial actions
Diplomacy – tactful and diplomatic, able to
express messages and influence others without
causing offence
Attention to Detail –able to review and edit written
communication quickly; highly accurate and
observant.
Creative thinking – imaginative, able to think
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“outside the box” and apply creative and
constructive thinking; applies innovative solutions
and/or best practice
Organization – able to co-ordinate the activities of
others and monitor progress; sets and
communicates priorities; plans activities over a
short to medium time frame
Influence and Persuasion – able to develop
effective customer relationships through adopting a
consultative sales approach; able to put forward
alternative arguments; illustrates arguments with
examples, evidence, facts, etc.
Drive - self motivated and proactive.
Commercially focused - ability to understand the
market developments and customer specific
business dynamics.
Decision making – able to identify key
issues/outcomes, can weigh up pros and cons,
basis decisions on evidence, and communicates
decisions clearly.
Professional Judgment – identifies a number of
solutions and weighs the value of each to improve
results;
Innovation – adopts creative approach in own
work and encourages it in others;
Assertive – able to express ideas and arguments
clearly; does not back-down when under pressure
Negotiating and influencing skills - able to
identify the optimum solutions/results for the bank;
to formulate convincing arguments to support the
Bank’s position; to anticipate the arguments of
other legal parties.
Flexible/Adaptable – able to adapt to different
situations and change approach when dealing with
different issues/people; not fazed by new
situations;
¤ Problem solving and analysis – able to identify
the key issues and collect the required
data/information for decision making; considers
alternative options, including non-conventional
solutions;
¤ Leadership/Management skills – sets clear goals
and objectives; communicates strategic priorities
routinely and effectively; motivates staff during
difficulties; celebrates success; coaches staff to
improve;
¤ Perseverance & Resilience – able to maintain
concentration and motivation over long periods of
time and under work pressure; will not give up until
results are produced
¤ Customer orientated – committed to meeting
customer expectations and improving service
levels; actively seeks process improvement and
implementation of best practice
UAB JOB DESCRIPTION TEMPLATE
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8.
Approvals
Input : Line Manager / Dept. Manager
_________________________________
Signature
Ratified : Human Resources
___________________
Date
_________________________________
Signature
Approved : General Management
___________________
Date
_______________________________
Signature
___________________
Date
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