ROLE DESCRIPTION - FPB



Job Profile Position Detail Current Job TitleChief Information OfficerJob GradeProposed Job TitleJob CodeDepartment ITDate Reviewed April 2017LocationFPB Head Office, 420 Witch Hazel Avenue, Eco Park, CenturionEmployment StatusStaff Contract 5 yearsPurpose StatementTo ensure that the organisation has sound financial internal controls and sound financial reporting.Position In The Organisation1664970146685002nd Line Manager (2nd Level)16649701270CEO00CEO1ST Line Manager (1st Level)1664970142240CIO00CIOPosition 166497057150IT Manager00IT ManagerSubordinate (1st Level)1671955125730Business Analyst, Systems Administrator, Lan Administrator, Desktop Support Technician, Technical Assistant and Systems Developer/Analyst00Business Analyst, Systems Administrator, Lan Administrator, Desktop Support Technician, Technical Assistant and Systems Developer/AnalystSubordinate(2nd Level)Subordinate PositionsPlease provide job titles of subordinates and total number of employees per job title (organogram can be inserted)6Position Description Main Outputs and Responsibilities for This Position – (Please provide a short description under each heading/output)Time spentImplement Group ICT StrategyAnalyse the company and roadmap to determine the future trends, strategic direction and legal implications.Interpret the company strategy and roadmap and relate to the ICT’s Divisional roadmaps to determine the direction of the specific areasConduct research to determine:Legislative/regulatory requirements and implications thereof.Amendments to current legislation, regulations and policiesTrends in the industryTrends in international legislation/regulations pertaining to the industry.Trends related to the Regulatory area.The impact on other areasCollate the information into workable document for use in the development of ICT strategy and implementation of the roadmap. Compile a draft strategy and implementation roadmapInform the affected groups/divisions of the strategic intent of the specific working area to adjust or modify associated roadmaps and pile the final version of the strategy and roadmap in the prescribed organisational format inclusive of organisational position related to the specific elements.Submit the strategy and roadmap for approval to the relevant role players.Make the appropriate recommendations related to the strategy and roadmap to the relevant role players.Discuss the implementation of the roadmap with relevant role players to enable planning of the implementation.Implement the Strategy and Roadmap in accordance with the Delegation of Authority and the planning document.Manage strategy and roadmap elements in accordance with proposed outputs. Implement the strategy and roadmap in accordance with policies, procedures and legal requirements. 35%Manage Group ITConsult the divisional and departmental business plan to determine the outputs required from the department.Define the objectives for the department in accordance with the divisional and departmental strategy and business plan.Determine the deliverables of the department from the pile a comprehensive budget to determine and ensure that the financial requirements can be met.Identify and secure the appropriate resources for the management of the department.Analyse benchmarks for similar operations to determine performance indicators for the department.Create and maintain a climate conducive to performance to ensure that the department delivers against objectives.Develop Performance indicators for each area in the department and implement in accordance with policies and procedures.Monitor and measure the departmental performance in accordance with the metrics agreed upon in agreementsInitiate pro-active and corrective actions as required to ensure service delivery.20%Corporate Governance and ReportingDevelop and continuously review internal controls.Develop and continuously review ICT business processes.Develop and continuously review all mother company policies and procedures in relation to their implications on ICT.Manage ICT related Risk.Review delegation of authority and make recommendations.Identify the relevant role players for the report development process and assign responsibility for the development of the report.Prepare annual corporate governance reports.Archive the report for future reference purposes.10%Financial ManagementEnsure adequate resourcing of the IT Division Ensure that the financial resources are utilised in line with approved programsProvide input into annual budgetSeek approval on all budget deviationsPrevent fruitless, wasteful and irregular expenditure within reporting departments15%Audit and Risk ManagementEnsure that organisational risks are identified, assessed and managedEnsure that divisional risks are identified, assessed and managedEnsure that adequate plans have been developed to deal with organisational and divisional audit findingsEnsure that business continuity plans are in placeEnsure that succession planning Ensure that an organisational fraud prevention and response plan is in place.Ensure that the organisation complies with all risk management frameworks, policies and guidelines.15%Staff managementEnsure that sufficient staff are available and properly trainedPrepare performance management contracts on an annual basisReview performance management contracts on a quarterly basisApprove leave applicationsProvide coaching, mentoring and guidance to staffIdentify any training requirements in staff and ensure that these requirements are metGuide staff in career developmentAddress any disciplinary issuesCreate succession plans for direct reporting staff5%TOTAL100 %Job Evaluation CriteriaA) Knowledge and SkillsFormal EducationBSC or BA in Information Systems - NQF7 or higher. A Masters Degree would be an added advantageTechnical/Legal Certification N/AExperience A minimum of 8 years managerial experience – of which 5 years should be at a senior management petenciesCompetenciesKnowledgeSkillsAttitudesLegalNegotiationAssertiveTechnologyManagementAttention to detailIndustryAdvanced CommunicationInfluentialOperationsProblem solvingDeadline drivenContent RegulationDecision makingStrategic DecisionsPrioritisingProfessionalReportingWork under pressureOther Special Requirementsn/aB) Decision makingWhat are the most regular and complex challenges in the job? Drafting reports to suit the needs of different committeesPlease name the resources utilised by the jobholder to solve problems or make decisions, e.g. the internet, manuals, policies, procedures, external resources, etc. Computer InternetTelephoneLaptop 3GPlease provide the typical planning cycle of the job – macro as well as micro planning, e.g. macro – 3 – 5 years and micro – 1 year. Also provide examples to elaborate on the answer.Macro – 3-5 year strategic planMicro – Annual budgets, annual performance planHow long will it normally take before the impact of the judgement calls made by the jobholder will be felt in the business?Within 6 months with regard to strategic decisionsWhat type of practices, procedures, policies, systems or outputs does the jobholder influence or change in his/her role as a Professional/Technical consultant or specialist – operational, tactical or strategic? Please apply the 60/40 rule and provide examples to elaborate on the answer. Strategic – 60%Operational – 40% C) AccountabilityWhat type of decisions can the jobholder take within his/her area of accountability and what type of decisions will typically be referred to the direct manager for sign off? Jobholder accountabilityFinancial decisions up to R150,000Any divisional decisions within approved annual planReferral to Line Manager for approvalDecisions that change policyD) CommunicationPlease provide examples on the context, range and complexity of subject matters being communicated by the jobholder as well as the context, format and process of communication used to reach the target audience. Please refer to both verbal and written communication. Verbal – telephonic, meetings, presentationsWritten – reports, emails, memos, financial reports, budgetValidated by Job IncumbentSignature: ____________________________Date: _________________________Approved by 2nd Level Line ManagerSignature: ____________________________Date: _________________________Approved by 1st Level Line MangerSignature: ____________________________Date: _________________________Confirmed by HR ExecutiveSignature: ____________________________Date: _________________________ ................
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