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Field Officer Job Description

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Field Officer Job Description

We are hiring a Field Officer to evaluate our current programmes and we expect you to be able to use insights obtained to steer and supervise the deployment of new programs.

Working as a Field Officer you will be required to construct evaluative frameworks, liaise with stakeholders on the ground and then create data-driven undertakings that fully align with our stated aims.

To excel as a Field Officer, you should maintain a trustworthy presence among our program’s beneficiaries. Invariably, an excellent Field Officer will substantiate new concepts with all requisite field data.

Field Officer Responsibilities

  • Completion of a formal, industry-specific training program.
  • Demonstrable experience as a Field Officer.
  • Proficient in relevant data storage and analysis software.
  • Ability to procure, house, and inspect high-quality data independently.
  • Commendable program and capacity development abilities.
  • Strong verbal, written, and statistical skills.
  • Exceptional supervision and relationship-building abilities.

Field Officer Requirements

  • Formulate evaluative resources to guide your fieldwork.
  • Inspect delivery sites to ascertain the appropriateness of contemporary conditions.
  • Confer with project beneficiaries and support staff to evaluate uptake, pitfalls, and areas necessitating expansion.
  • Collect samples, where possible, for subsequent inspection.
  • Input data into suitable software and then arranging this to facilitate analysis.
  • Extract and report on data-driven conclusions for each salient undertaking.
  • Revise and create novel implementations that cover shortfalls in extant initiatives.
  • Update your expertise by employing a proactive approach to learning.
  • Completion of a formal, industry-specific training program.
  • Demonstrable experience as a Field Officer.
  • Proficient in relevant data storage and analysis software.
  • Ability to procure, house, and inspect high-quality data independently.
  • Commendable program and capacity development abilities.
  • Strong verbal, written, and statistical skills.
  • Exceptional supervision and relationship-building abilities.

Personalising Your Field Officer Job Description Advise

The hiring process and recruiting new employees to fill your key roles requires a degree of personalisation if you are to attract the best employees in a competitive employment market. The right person for a crucial role or more senior roles will likely have other employers targeting them. As your job description will be the first point of contact, you need to nail your pitch and provide the best possible service.

When creating your bespoke description and advert, you should cover and promote these points:

Job title: This should accurately reflect the role and include keywords that top talent might be using to search for jobs.

Job duties: The day to day duties, such as administrative tasks, which vary depending on the company and inform the candidate if they can complete the role.

Technical skills: These are the hard skills required through training, such as proficiency with Microsoft Office.

Soft skills: These include the interpersonal skills and general abilities the right candidates will possess. For example, the competency to prioritise multiple tasks, handle customer queries and customer complaints, work alone, or build a good relationship with coworkers.

The company’s culture: Highlighting your company culture and values ensures employees thrive and find outstanding job satisfaction. Candidates that are not the right fit won’t waste their time completing the application process, meaning you can focus on qualified individuals and hire in a more timely manner.

Career progression: Including the career path will entice candidates looking for career growth. 

Training and development programs: Smaller companies may need employees with previous experience or provide educational assistance over internal training offered by larger organisations with more significant resources. 

Employee benefits: Compensation and benefits often fail to appear in job ads and while you may want to hold your cards close to your chest, failing to include them is a mistake. Consider answering common questions, such as working hours and paid leave. Researching the average salary for the role in these early stages will ensure you don’t waste your interviewer’s and the candidate’s time.

Skill gaps: Your company may need to bring in new skills beyond those required to complete the key role and duties. Thinking on an organisational level can be beneficial when contemplating skills diversity.

Legal requirements: Ensure your job advert and description does not ask for inappropriate or discriminatory personal details, such as age, marital status, or religion.


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