Key performance area
A major area of responsibility or an outcome the role is accountable for.
Finance example
Financial reporting and control.
MINING OPERATIONS AND LARGE CORPORATES
Define the role.
Agree the results.
Comprehensive job descriptions that reflect your organisation, decision authority and operating environment, with clear key performance areas (KPAs) and key performance indicators (KPIs) your managers can use.
Produced in your company branding
Your logo, document template and approval structure, applied to a profile built around the actual work.
For role clarity, performance management, recruitment and organisational planning.
ILLUSTRATIVE ROLE PROFILETN
Finance Manager
Finance and Accounting
Role purposeDecision authorityKey performance areasKPIs and agreed targets
Drafted with your team. Approved by your business.
11FUNCTIONAL AREAS
48ROLE EXAMPLES
Your titlesALWAYS WELCOME
One consistent structure.
Different responsibilities for every role.
Actual first page of the downloadable sample
SEE THE COMPLETE CLIENT DELIVERY
A full Finance Manager job description.
Every section. In the delivery format.
Explore the complete 13-page example to see the detail, structure and format of the documents your organisation receives.
- Full role purpose, reporting lines, scope and responsibilities
- Eight KPAs with linked KPI definitions, targets, evidence and review rules
- Decision authority, qualifications, competencies and working conditions
- Approval, employee acknowledgement and version-control records
This example describes a fictional single-site mining operation in Namibia. Company details, delegation limits, baselines and targets are illustrative. Your documents are developed and validated for your own organisation, using your branding.
Compare the short mine and corporate extracts ↓ · Request a quotation for your roles ↗
YOUR INTERACTIVE GUIDE
Where would you
like to start?
Choose an option to jump directly to the information you need. You can request a quotation at any stage.
WHY A REVIEW MAY BE NEEDED
People and organisations change.
Job descriptions need to keep up.
Changes in leadership, workplace culture, social expectations, staff and organisation structures can leave job descriptions written to different standards.
Some profiles may be detailed and current. Others may follow older formats, leave out important responsibilities or be missing altogether.
A coordinated review helps establish a consistent structure, format and level of quality across the organisation, while defining the responsibilities and requirements of each role.
What a review can check
- Missing, outdated or duplicated role profiles
- Consistent purpose, KPAs and responsibility sections
- Current reporting lines and decision authority
- KPIs linked to responsibilities and available evidence
- Clear ownership, approval and review dates
A shared document standard makes roles easier to compare, explain, maintain and review.
START WITH YOUR DEPARTMENTS
Find the roles
you need to define.
Browse examples for mining organisations and large corporates. Select the roles you need, or add your own titles in the quotation form.
These are examples of roles we can help define. Each description is developed for your organisation. Titles do not determine a Paterson grade.
Back to navigation ↑RESPONSIBILITY AND PERFORMANCE
KPAs define the focus.
KPIs measure the results.
We connect each important area of responsibility to useful measures and agreed performance standards.
Key performance indicator
A defined measure used to assess performance within a KPA.
Linked measure
Percentage of monthly closes completed by the agreed deadline.
Agreed performance standard
The expected level of performance, with a review period, data source and accountable owner.
Confirmed with your manager
Set using the baseline, reporting calendar and available resources.
We can use your organisation's established terminology, including key result areas (KRAs), where appropriate. Targets are confirmed with management.
Back to navigation ↑THE SAME TITLE CAN MEAN DIFFERENT WORK
A Finance Manager.
Your organisation's scope.
A site role and a group role may share a title while owning different decisions, relationships and results.
The comparison below shows short extracts. Open the complete Finance Manager job description and KPI schedule ↗
ILLUSTRATIVE EXTRACTFINANCE
Finance Manager
KEY PERFORMANCE AREA (KPA)
Financial reporting and control
A LINKED KEY PERFORMANCE INDICATOR (KPI)
- Evidence
- Review
- Monthly
- Baseline and target
- Agreed with your manager
Illustrative examples for discussion. Reporting lines, authority, targets and any existing grade must be confirmed with your organisation.
Back to navigation ↑A CLEAR CLIENT PROCESS
Understand. Draft.
Review. Approve.
Your team supplies the context. We organise it into a consistent role profile and performance schedule, with clear review and approval steps.
- 01
Brief the role
Share your structure, operating context, existing documents and the purpose of each position.
- 02
Confirm the scope
Agree the roles, interviews, deliverables, reviewers and quotation before substantive drafting.
- 03
Develop the profile
Define responsibilities, authority, relationships, requirements and working conditions.
- 04
Agree KPAs and KPIs
Confirm the KPAs, then link them to defined KPIs, evidence, review dates and realistic targets.
- 05
Review together
Consolidate line management, HR and specialist feedback. Resolve gaps and conflicting responsibilities.
- 06
Approve and issue
Your approver signs off. Receive the agreed editable documents, PDFs and KPI schedule.
WHAT YOUR TEAM RECEIVES
A role you can explain.
A standard you can review.
The quotation confirms the detail and depth required for each position.
- Role purpose, reporting lines and working relationships
- Key performance areas (KPAs) and responsibilities
- Decision rights, approval limits and escalation points
- Essential requirements and relevant competencies
- Linked KPI definitions, evidence, review frequency and agreed targets
- Company branding, version control and approval records
Confirm specialist services separately
Formal Paterson grading, remuneration benchmarking and detailed legal or technical assessments are separately scoped when required.
YOUR ROLES. YOUR OPERATING CONTEXT.
Request a tailored
quotation.
Choose from the role examples, enter your own job titles and attach supporting documents. We will review your requirements and confirm a scope and price.
LET'S START WITH THE WORK
Bring the titles.
We will help define the roles.
Start with your structure, an existing profile or a list of positions. We will identify the information needed to develop the right documents.