A pension fund has an obligation  to draw up a job profile for its policymakers. Generally, a pension fund chooses to differentiate between job profiles on the basis of a division of duties and/or by reference to the responsibilities of the executive board committees. If no division of duties and responsibilities exists and/or no committees have been established, a pension fund may decide to draw up a generic job profile. This has consequences for the manner in which the suitability test is performed by DNB.
Generally, a pension fund chooses to draw up job profiles that designate specific areas of expertise for each policymaker, based on the segregation of duties and/or by reference to the responsibilities of the executive board committees. In such cases, DNB focuses on these areas of expertise when performing the suitability test, provided that the collective suitability of the policymakers is guaranteed by the various job profiles together.
A pension fund may decide to draw up a generic job profile (i.e. a profile without specific areas of expertise for each policymaker) only if no division of duties and responsibilities exists and/or no executive board committees have been established. In such a situation DNB assumes that each policymaker has a sufficient command of all areas of expertise (such as investment policy, pension policy and financial and risk policy) to be able to fulfil the requirements in respect of knowledge, skills and professional conduct in each of these areas. This results therefore in a more onerous suitability test for policymakers nominated on the basis of a generic job profile.
 Pursuant to the Suitability Policy Rule 2012 , Article 1.6, paragraph 2 (ii).