Please describe where your position fits in the organisational structure.
JOB SUMMARY
1. In a few words, please provide a brief description of the purpose of your job.
JOB DUTIES
For each duty, describe WHAT is done, HOW it is done, and WHY it is done. Indicate frequency, percentage of time and order of importance.
#
Duties (What / How / Why)
Frequency
% Time
Order
1
2
3
4
5
JOB DUTIES (continued)
For each duty, describe WHAT is done, HOW it is done, and WHY it is done. Indicate frequency, percentage of time and order of importance.
#
Duties (What / How / Why)
Frequency
% Time
Order
6
7
8
9
10
Factor 1: Knowledge
This section assesses the formal education, certifications, reading/writing/mathematical skills, and other knowledge required to perform the job.
3(a) Minimum Formal Education Required
3(b) Professional Licence / Certification
3(c) Required Classroom Training
3(d) Required On-the-Job Training
3(e) Reading Skills Required
3(f) Writing Skills Required
3(g) Mathematical Skills Required
3(h) Other Knowledge Not Covered Above
Factor 2: Learning Experience
This section covers the amount of previous experience and on-the-job training typically required to perform your job effectively.
4(a) Previous Related Experience Required
4(b) On-the-Job Training Required
4(c) Additional Learning Experience Not Covered Above
Factor 3: Judgment (Part A & B)
This section evaluates how you respond to new or challenging work
situations, and the level of discretion you typically exercise
when performing your duties.
5(a) Response to New or Challenging Situations
Select the frequency for each behaviour and provide an example.
5(b) Level of Discretion Normally Used
Factor 3: Judgment (Part C, D & E)
5(c) Consultation Before Making Major Decisions
Select all that apply and provide examples.
5(d) What Types of Decisions Require Consultation?
5(e) Additional Information on Judgment
Factor 4: Consequence of Error (Part A & B)
This section evaluates the nature of errors that may occur in your job,
the guidelines you use, and how your work is checked.
6(a) Guidelines / Policies / Procedures Used
6(b) How is Your Work Checked by Your Supervisor?
Factor 4: Consequence of Error (Part C, D & E)
6(c) Likely Consequences of Errors in Judgment
Select all that apply and provide examples.
6(d) Who Becomes Involved in Correcting an Error?
6(e) Other Information Not Covered Above
Factor 5: Financial Responsibility
This section evaluates the extent of your responsibility for financial transactions,
authorizations, budgets, and financial recommendations.
7(a) Financial Responsibility — Select all that apply
7(b) Additional financial responsibility information
Factor 6: Responsibility for Assets
This section evaluates your responsibility for goods, tools,
equipment, software, and the care/welfare of people or patients.
8(a) Responsibility for Goods, Tools, Equipment, Software, People
8(b) Additional Information on Responsibility for Assets
Factor 7: Supervisory Responsibility (Part 1 — Direct Supervision)
This section assesses the level of direct supervision you exercise over other employees,
including assigning work, checking work, maintaining quality, and making recommendations.
List the number of employees who report to you indirectly through subordinate supervisors,
including their employment type and location.
9(d) Functional Supervision
Functional supervision refers to giving technical, policy‑related, or specialist instruction
to employees who do NOT report directly to you.
9(g) Actions Taken When Procedures Are Not Followed
9(h) Additional Supervision‑Related Information
Factor 8: Responsibility for Relationships / Contacts (Part A & B)
This section evaluates the nature and frequency of your contact with internal
and external groups as part of your job.
10(a) Nature of Contacts — Select the appropriate code for each group
Codes:
A = No exchange
B = Exchange of factual/everyday information
C = Explanation/interpretation of information or ideas
D = Discussion to obtain cooperation or solve problems
E = Mitigation of high‑tension or emotional situations
10(b) External Contacts — Names, Purpose, Frequency
Factor 8: Relationships / Contacts (Part C & D)
10(c) Telling People Things They Do NOT Want to Hear
Select frequency and provide examples.
10(d) Dealing with Upset or Angry People
Factor 8: Relationships / Contacts (Part E, F, G & H)
10(e) Dealing with Mentally/Emotionally Disturbed People
10(f) When Talking with Clients / Non‑Employees, How Often Do You:
10(g) When Talking with Employees (Not Your Subordinates), How Often Do You:
10(h) Additional Contact‑Related Information
Factor 9: Working Environment
This section identifies unpleasant or hazardous environmental conditions
you encounter while performing your job, and how frequently they occur.
Frequency codes:
1 = Occasionally (once in a while)
2 = Frequently (several times daily or almost every day)
3 = Continuously (all working hours except breaks)
11(b) Locations Where You Perform Job Duties
Provide the places you normally work and approximate hours per week.
Factor 10: Occupational Hazards
This section identifies hazardous conditions associated with your job duties
and the precautions required to avoid injury or exposure.
12(d) Describe the Nature of Injuries That May Occur
Factor 11: Dexterity
This section evaluates the degree of manual dexterity required in your job.
Dexterity includes the speed, accuracy, and coordination of hand, wrist,
and arm movements needed to carry out assigned duties.
13(a) Level of Manual Dexterity Required
Select the one that BEST describes your job:
13(b) Provide Examples of Dexterity‑Related Tasks
13(c) Additional Information on Dexterity Requirements
Factor 12: Physical Effort
This section evaluates the physical demands of your job, such as standing,
walking, lifting, bending, twisting, and other physical tasks, and how
frequently and for how long they are performed.
Indicate the heaviest weight you normally lift or carry:
14(c) Other Physical Effort Not Covered Above
Factor 13: Mental Effort
This section evaluates the level of mental concentration, attention,
and sustained cognitive effort required to perform your job duties.
15(a) Concentration Required
Indicate the level of concentration typically required to perform your job:
15(b) Frequency of Interruptions
Select how often your mental work is interrupted:
15(c) Mental Fatigue
Does your job cause mental fatigue due to the nature of tasks?
15(d) Additional Mental Effort Information
Final Comments
This final section allows you to provide any additional remarks,
clarifications, or information that may help in understanding your
job content more accurately. Include details not captured earlier.