A position description is not a legal document. It doesn't need to be six pages long, and it doesn't need language like "key performance indicators" or "strategic alignment." It needs to accurately describe what the job is, what you're expecting from the person doing it, and what they'll get in return.
Here are the seven things every position description for an agricultural business should include.
The 7 Sections Every PD Needs
Job title and reporting line
The job title should describe the actual job. "Farm Hand" is fine. "Livestock Operations Coordinator" for someone who feeds cattle and does fencing is not. A misleading title creates confusion about authority, expectations, and classification under the Award.
The reporting line tells the person who they work for day-to-day, and who they go to when they have a problem. Both matter.
Reports to: Property Manager (or Owner, if it's your operation)
Purpose of the role
Two to three sentences. What does this person do, and why does it matter to the operation? This isn't a mission statement. It's a quick summary that a new employee can read and say "yes, that's my job."
Key responsibilities
A plain dot-point list of what the person will actually do. Keep it to the major tasks; 6 to 10 points is enough. You don't need to document every possible task; you just need to cover the main ones so there are no surprises.
If the job involves machinery operation, chemical handling, working at heights, or any other high-risk activity, name it here. It matters legally and it matters for the applicant.
Required vs preferred skills and experience
Split your requirements into two lists: what someone must have to do the job safely and effectively, and what would be useful but not essential. This distinction matters when you're reviewing applications and stops you from ruling out good candidates over nice-to-haves.
Be honest. If you'd genuinely consider training someone with the right attitude and no experience, don't write "minimum 3 years experience required."
Preferred: Experience in the yards or with stock handling, ChemCert or willingness to get it, first aid certificate
Working conditions
This is where you set realistic expectations. Include: full-time/part-time/casual, ordinary hours and any expectation of after-hours or weekend work, whether accommodation is provided, location (especially if remote), any physical demands (outdoor work, lifting, working in heat), and anything else that significantly affects day-to-day life in the role.
People who are surprised by working conditions become people who leave. This section protects both parties.
Award classification and pay
Most farm workers in Australia are covered by the Pastoral Award 2020 or the Horticulture Award 2020. Your PD should identify which Award applies, what classification the role sits at, and what the pay rate is. If you're not sure of the classification, that's a gap to sort before you advertise.
You don't have to publish the exact dollar rate in a job ad, but you should know it and the employee should be told before they start. Including it in the PD means there's no ambiguity.
Who they work with
A brief note on team structure, key contacts, and whether the person will work independently or closely supervised. This helps with induction and sets expectations for new starters who may be used to very different working environments.
What to Avoid
- Copying off the internet. Generic PDs from job boards don't reflect your actual operation, your Award classification, or your actual expectations. They also often contain requirements that aren't legally permissible in Australia.
- Vague language. "Assist with farm operations" tells no one anything. Be specific about the tasks. If the job involves early starts, long hours during harvest, or physical lifting, say so.
- Listing every possible task. A PD isn't an exhaustive job manual. Cover the main things. You can always add "and other tasks as directed" at the end for genuinely incidental work.
- Inflated titles. Titles that don't match the classification level create confusion and, if someone is later underpaid against a different Award level, can be a liability.
- Discriminatory requirements. Don't include requirements that are indirectly discriminatory, such as requiring candidates to have no family responsibilities, or specifying physical attributes not actually required for the role.
A position description is also a useful management tool once someone is in the job. When there's a dispute about what someone is or isn't supposed to be doing, the PD is the reference point. Worth having it right from the start.
This guide covers the structure. The content has to come from you. You know what the job actually is. If you need help classifying a role under the right Award or making sure your documentation is legally sound, that's exactly what Headland does.