When an employee applies for an Australian skills assessment, their job title alone is not enough to demonstrate that they have the experience required for their nominated occupation.
An employee may be called a Cabinetmaker, Joiner, Carpenter or Production Worker, but the title does not necessarily explain the work they perform each day. This is why an accurate and detailed position description can be an important part of their employment evidence.
A well-prepared position description helps an assessing organisation understand the employee’s responsibilities, level of skill and practical experience. A vague, copied or inaccurate description may create uncertainty, lead to requests for further information or make it more difficult to verify that the employee’s experience is relevant to their nominated occupation.
Skills Assessments Focus on the Work Performed
Skills assessments are designed to determine whether an applicant’s skills and experience meet the requirements of their nominated occupation in Australia.
When reviewing employment experience, Trades Recognition Australia may compare the tasks and skills performed by an applicant with those generally expected in the nominated occupation. The type of work undertaken should also demonstrate a sufficiently broad range of relevant occupational skills.
This means the assessment is not based only on the employee’s job title.
For example, two employees may both have the title of Cabinetmaker, but their roles may be very different. One may manufacture, assemble and install custom cabinetry, while the other may primarily pack materials or operate one piece of production machinery.
An accurate description allows the assessor to see what the applicant has actually done, rather than relying on the title printed on their contract or payslip.
What Should an Accurate Position Description Include?
A useful position description should explain the employee’s genuine day-to-day responsibilities in clear and specific language.
Depending on the occupation and workplace, it may include:
- The products, structures or projects the employee works on
- The materials they commonly use
- The tools, machinery and equipment they operate
- How they interpret plans, drawings or specifications
- Their role in measuring, cutting, assembling, installing or finishing work
- Workplace safety responsibilities
- Quality-control procedures
- Their level of supervision and independence
- Whether they supervise or train other employees
- The range of projects they complete
The description should reflect the role the employee genuinely performs. It should not include tasks simply because they appear relevant to the nominated occupation.
Avoid Vague Statements
General statements such as “completed cabinetmaking duties” or “performed all tasks associated with the role” provide very little information.
They do not explain the employee’s practical abilities, the equipment they use or the complexity of the work they undertake.
A more useful description might state that the employee:
Interprets workshop drawings and cutting lists, measures and prepares materials, operates panel saws and edge-banding machinery, assembles kitchen and wardrobe cabinetry, installs hardware and checks completed products against specifications.
This provides a clearer picture of the employee’s skills and responsibilities.
However, the wording should still be adapted to reflect the person’s actual duties. It should not be treated as a standard description suitable for every employee.
Do Not Copy Duties Directly from ANZSCO
Employers and applicants may review occupation information to understand how a nominated occupation is classified. However, employment duties should not simply be copied from the Australian and New Zealand Standard Classification of Occupations or another websites.
TRA guidance states that tasks and duties listed in employment documentation must not be copied from ANZSCO or other third-party sources. The employer template also asks employers to describe the applicant’s role accurately and in their own words.
Copied descriptions can appear generic and may not accurately represent the employee’s workplace experience.
Instead, employers should describe:
- What the employee actually does
- How the work is performed in that particular business
- The tools and equipment available in the workplace
- The types of jobs or projects completed
- The employee’s level of responsibility
The description should sound like an explanation from someone who has directly supervised or worked with the applicant.
Consistency Across Employment Evidence Is Important
The position description should be consistent with the applicant’s other supporting documents.
This may include:
- Employer statements or reference letters
- Employment contracts
- Payslips and tax records
- Résumés
- Self-assessment questionnaires
- Photographs and videos
- Work samples
- Technical interview responses
Minor differences in wording are normal, but significant inconsistencies may raise questions.
For example, an employer reference may describe someone as an experienced cabinet installer, while their résumé claims that they primarily manufactured custom furniture. This does not automatically mean the experience is invalid, but the difference may need to be explained.
The applicant should also be able to discuss the duties listed in their employment evidence during a technical assessment. Technical assessments may focus on the applicant’s employment history, trade skills and occupational knowledge.
The Description Must Match the Business
The duties listed should also make sense for the employer’s normal business activities.
A small kitchen-installation company may provide different experience from a large commercial furniture manufacturer. Both workplaces may offer relevant skills, but the applicant’s responsibilities should reflect the work the business genuinely performs.
Assessing organisations may verify employment information and contact employers or supervisors to confirm the evidence provided. TRA requires employer contact information that can be independently linked to the business and may request further verification when employment claims cannot be confirmed.
Employers should therefore ensure that:
- The business details are correct
- The nominated contact person understands the employee’s role
- The dates and hours of employment are accurate
- The description reflects genuine workplace duties
- The referee is available to respond to verification enquiries
Position Descriptions Should Be Updated When Roles Change
An employee’s responsibilities may develop significantly over time.
A worker may begin with basic production or assembly tasks before progressing to more complex work, installation, planning, quality control or supervision.
When this happens, their original position description may no longer represent their current level of responsibility.
Keeping position descriptions up to date can help businesses maintain accurate employment records and provide stronger evidence when an employee later requires a reference for a skills assessment.
Where an employee has held several roles within the same business, the evidence should clearly explain:
- Each position held
- The dates of each position
- How the responsibilities changed
- Any increase in independence or supervisory duties
- The new skills or equipment involved
How Employers Can Support an Employee’s Application
Employers play an important role in verifying an applicant’s workplace experience.
When preparing a position description or employment statement, employers should:
- Review the employee’s actual daily duties.
- Speak with the employee’s direct supervisor where appropriate.
- Use clear, workplace-specific language.
- Include the employee’s tools, equipment and materials.
- Explain the range and complexity of the work.
- Confirm the employment dates, hours and nature of employment.
- Check that the information is consistent with other business records.
- Avoid copying generic occupation descriptions.
- Make sure the nominated referee can confirm the information.
- Review the document carefully before signing it.
Employment documentation should be truthful and should only describe work the employee has genuinely performed.
Accurate Evidence Can Help Avoid Delays
A skills assessment application should provide decision-ready evidence of the applicant’s identity, skills and employment experience.
When a position description is vague, incomplete or inconsistent, the applicant may be asked to provide additional documents or clarification. This can slow down the assessment process and create unnecessary work for both the applicant and employer.
A clear and accurate description makes it easier to understand:
- Whether the employment is directly relevant
- What practical skills the applicant has developed
- Whether the applicant has performed a broad range of occupational tasks
- The applicant’s level of responsibility
- Whether the claimed experience can be verified
Supporting Stronger Skills Assessment Evidence
Position descriptions are not simply an administrative formality. They help demonstrate the connection between an applicant’s employment history and the occupation for which they are seeking an assessment.
By providing specific, honest and consistent information, employers can help their employees submit clearer and more reliable skills assessment evidence.
Visa Skills supports eligible applicants completing skills assessments for selected trade occupations. Our team can explain the assessment process and help applicants understand the types of documentary and practical evidence they may be required to provide. To learn more about skills assessments or begin your application, contact Visa Skills today.