Role Analysis writing

Job specifications & key

competency list
Ass 2

(Role of sales executive and Deputy
Manager is taken as lower and middle
level.)




TITLE : Sales Executive - Inside/Outside Sales
STATUS : Full Time Regular
GENERAL POSITION DESCRIPTION : This is a full time field sales position
reporting to the sales director of the company. The Sales Executives primary
responsibility is selling various auto performance product lines to wholesale
companies. This includes prospecting, developing sales strategies to penetrate
accounts, and closing sales for our largest account opportunities.
JOB RESPONSIBILITIES : Candidates must be able to:
Self generate new opportunities, calling on sales and marketing executives.
Develop and implement plans and strategies for quickly developing sales
territory
Create, maintain, and provide accurate and timely sales forecasts and funnel
information
Articulate the value proposition of the product and service to convert
prospects
Close new business and foster existing customer relationships
Attend trade shows and conferences on Edos behalf and travel to meet
with prospective clients as needed
JOB REQUIREMENTS : We are seeking candidates that have highly successful
field sales experience with strong prospecting, proposal development and closing
skills. They should have experience within the sales, marketing and/or auto
industry.
Requires a BA/BS degree or equivalent work experience.
Ability to analyze, assess and address prospects needs in the enterprise
accounts, while clearly establishing the value of our products and services.
Demonstrated successful selling in a consultative/team environment and
building new business within existing territory is essential.
Dedicated, ethical and determined person that is willing to assist the
customer to find success when working with Edo.
Highly motivated and enthusiastic with strong written, verbal, presentational
and interpersonal communication skills.
Working knowledge of Word, Excel, Outlook, and PowerPoint software
programs.
CANDIDATE SPECIFICATIONS :
Sales Experience calling on Sales & Marketing Executives: 3-5 years
experience with quota as one criteria
Additional Services Sales Experience: Number of years other than
selling into sales and marketing executives with quota
Cold Calling/Prospecting: Documented ability to penetrate new
accounts
Experience Closing Medium to Large size Deals: 50,000.00 and
above
Presence/Presentation Skills: Ability to present and develop rapport
with sales and marketing professionals.
Professional Aggressiveness: Expressed attitude to achieve - drivers
Technical Knowledge: Knowledge and examples of learning technical
solutions
Sales Process: Display specific methods and approaches to developing
accounts, territories and turning those leads and prospects into new
sales and customers
Ability to Overcome Major Sales Obstacles: Examples of achieving
results
Communication skills: ability to articulate and communicate
compelling business logic
Computer skills: Proficient at common office/MS applications and
personal computing
Contacts: Rolodex of contacts and organizations that can benefit from
company's products and services







1
st

Employee Name: amol kahar Telephone: 20414966666 Date: 28
th

aug 2014
Department: _commerzone_
Working Title : -Sales executive
Employment Type: Regular Full-time / Temporary Full-time/Regular
Part-time /Temporary Part-time-regular ful time
Number of hours scheduled to work each week: 54hrs_
How long has employee been in the current position: 2yrs 2m
2
nd

Employee Name: devendra dilip khole Telephone:8805982312
Date: 28
th
aug 2014
Department: _ sales_
Working Title : _ sales executive_
Employment Type: Regular Full-time / Temporary Full-time/Regular
Part-time /Temporary Part-time-regular ful time
Number of hours scheduled to work each week: 48hrs_
How long has employee been in the current position: 3yrs 4m


PRIMARY PURPOSE OF POSITION
Sales executives are the key point of contact between an
organisation and its clients: answering queries, OFFERING advice
and introducing new products.
Describe, in order of importance, specific duties and responsibilities and
estimate the average percentage of time spent on each. If possible, use
descriptive terms that relate to the objectives or end results of the job
being performed.
Rating from 1 to 5.
Questions: 1
st
2
nd

Our company objectives are clear to salespeople. 3.96 3
Our sales leaders treat salespeople fairly and
equitably.
3.88 3.4
Salespeople in my organization meet operational
requirements

for reporting, completing necessary paperwork,
attending meetings, etc. 3.80 3.5
People in no-sales roles provide the expertise and
support needed

to secure the sale and provide service to customers
after the sale.
3.77 3.6

My organization provides resources to help
salespeople to research

and understand customers and their markets. 3.75 3.7
Salespeople in the company are appropriately
recognized and

rewarded for selling efforts. 3.69 2.5
My organization offers training that salespeople
need to do their job
3.53 3.5
Our salespeople receive valuable coaching from
their sales managers.
3.53 4
We have a formal sales process that defines how
we sell.
3.47 4
My organization effectively uses metrics or
clashboards to

manage sales performance. 3.4 3.7
Our salespeople consistently follow a formal sales
process.
3.27 3.6
Our sales force automation system makes the job
of selling easier.
3.24 3


Deputy Manager
.Accountabilities & Key Performance Indicators
Ensuring overall month to month Circle collection with minimal bad-debt
and churn (>98% on monthly basis.)
Bad debt Reduction
Billing Reconciliation & Bucket allocation.
Effective Collection allocation and 100% adherence of collection process.
Service Reach - Managing timely reporting and tie up for different
Collection Modes- eseva/ etopup/ SI/ECS/Bill Desk/Webpayment
/COCO/FOFO.
Agency Management- Identification / Deployment of agency resource
within timeline for effective collection process.
(Specifically for 0-30 Bucket at Region SBUIII-South) - Target <2%. As per
Bill cycle - 100% adherence of collection process.
Deployment of agency resource to maintain quality score of greater than
98%
Error free agency billing & timely processing of vendor bills.
Process Audit/ Internal Audit
Feedback Management and coordination with stakeholders for resolution of
collection cases(Action Plan, RCA Corrective Action, Preventive Action)
Main Duties:
To promote the aims and objectives of the nursery.
To promote the high standards of the nursery at all times to parents, staff and
visitors.
To ensure the provision of high standards of physical and emotional care.
To ensure that the welfare and safety of children is paramount within the
setting and any child protection concerns are always appropriately acted
upon immediately, following LSCB guidelines.
To lead a team of professional workers and to ensure good practice at all
times, including staff induction, supervision and appraisal.
To attend relevant training/conferences/meetings to support professional
development, keeping up to date with childcare/education practice and
cascading to staff team.
To assist the manager in setting, implementing and reviewing policies for
the nursery.
To assist with the planning and organisation of staffing schedules and
holiday rota's to ensure adequate staffing levels are maintained in
accordance with Ofsted and nursery procedures.
To assist with the implementation of administrative procedures involved
with: - registration, place allocation, and other related matters.
To be responsible for implementing and monitoring systems of observation
to enable childrens progress and achievements to be regularly and
effectively assessed and recorded.
To assist with the preparation and maintenance of materials and equipment.
To be responsible for the Health and Safety standards appropriate for the
needs of young children and ensuring staff compliance and awareness.



Deputy Manager - Person Specification:
Essential Desirable
Skills, aptitude, knowledge and experience
Experience in managing staff, motivating teams and recruiting new staff
members
An understanding of staff induction, supervision, and appraisal processes
Previous experience of caring for, or working with children aged 0-5 in a
voluntary or paid capacity
A commitment to the provision of high quality childcare with an interest in
the care, learning and development of young children
Knowledge of the National Standards for the regulation of Childcare
provision
Proven administrative experience, including handling confidential staff and
child records
A positive approach to learning and gaining new skills through teamwork
and training opportunities
An understanding of the Foundation Stage curriculum
An understanding of the Early Learning Goals










to deputise on behalf of the Manager and to ensure that all the
Mnager's duites are carried out efficientkly and promptly.

1. Do you
Plan and organise own work
Organise the work of others
Plan strategy, Manage the deployment of human, physical or
Ans: B

2.How often are you given supervision, instructions, discretionary
authority or authority over others. Please indicate
a) Frequently, b) sometimes c)rarely
ANS :A

3. Do you
a. Make decisions regarding own work
b. Make decisions regarding immediate team
c. Make decisions affecting the organisational unit as a whole
d. Make decisions affecting the future development
ANS:C
4. Do you have to
a) Convey basic information factually, clearly and accurately
b) Convey information in the most appropriate format after
understanding & analysing
c) Explain complex information to non-specialist
ANS:B

5 Do you
a) Contribute actively to the team
b) Motivate others in a team
c) Provide leadership and direction
Ans: C

6 In your daily routine when problem comes up do you
a. Select a course of action from available options
b. Resolve problems when an immediate solution is not apparent
c. Deal with complex problems that could have
ANS:A

7 Do you deal with external customers?
Yes / no
If yes, then tick appropriate
a. You respond appropriately to requests for information
b. You have to actively promote the services of the institution to
others
c. You are responsible for setting overall standards of service offered

Ans:C

8 How often do you handle work other than your routine tasks
A) seldom b)sometimes c) frequently
Ans:B

9.If the you made a serious mistake or error in performing the
required duties, what would be the cost to management?___--------
----
A) Less b) moderate c) high
ANS:B
10 If the you made a serious mistake or error in performing the
required duties, what would be the cost to management?___--------
----
A) Less b) moderate c) high
ANS:B
Competency High Med Low
Communication- oral *
Problem-solving *
Customer service *
Decision-making *
Leadership *
Teamwork & motivation *
Flexibility *
Responsibility *
Communication -written *