Human Resources
Questions?
Please contact us at hrhelp@uwaterloo.ca with any questions or comments.
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Job title | Does the title reflect the nature of work and responsibility level of the job? Is it consistent with comparable positions? |
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Department | Is the department name accurate and up-to-date? |
Reports to | Does this reflect a formal (not functional) reporting relationship? |
Jobs reporting | Are position titles (not incumbent names) being used? |
Effective date |
Include the month and year the job description was written |
This section provides a brief overview of why the position was created.
Ask yourself:This is the most important part of the job description, where you will describe the responsibilities of the job. Accountability-based job descriptions focus on the overall goals and objectives of the position.
Ask yourself:This section summarizes the education, experience, knowledge, skills, and abilities required to perform the duties of the job.
Ask yourself:This section summarizes all the other knowledge, skills, and abilities in the role that are not captured through the education and experience requirements.
Contacts: List the internal and external contacts that the position would interact with. Include information about the nature and frequency of interaction to help articulate the level of human relations skill required in the job. The nature of interaction may include exchanging information, collaborating on work initiatives and projects, providing advice and guidance, and/or influencing or motivating others.
Level of Responsibility: Include information about the context and organizational structure that the position operates in to help articulate the overall level of accountability. Some potential questions to answer are: What type of guidance and direction does this position receive?, How readily available is assistance?, What type of influence and control does the job have?. Any informal reporting relationships such as co-op students, casual staff, and project leadership should also be included here.
Decision-Making Authority: Describe the kinds of decisions the position is empowered to make in the performance of their job duties. Some potential questions to answer are: What kinds of problems is the position required to solve?, What types of recommendations does this position make?, What types of decisions does this position have the final authority on?, What kinds of decisions are deferred or made in consultation with others?.
Physical and Sensory Demands: Include any physical and sensory demands, and the intensity, duration, and frequency of these demands. Some examples of physical demands are sitting, standing, walking, and lifting. Examples of sensory demands are observing, listening, and smelling.
Working Environment: Describe the environment that the position works in. Some examples are open office environment, closed office environment, outdoors, a store, a restaurant, etc. Include any physical, environmental, or mental stress factors that the position may be exposed to. Examples of stress factors include interruptions, deadlines, frequent travel, irregular hours, unpleasant contacts, and lack of control over work pace.
Download the full Job Description Guidelines (PDF).
View the list of Job Description Action Words (PDF).
Please contact us at hrhelp@uwaterloo.ca with any questions or comments.
Want an answer right away? Try our new HR Chatbot!
The University of Waterloo acknowledges that much of our work takes place on the traditional territory of the Neutral, Anishinaabeg and Haudenosaunee peoples. Our main campus is situated on the Haldimand Tract, the land granted to the Six Nations that includes six miles on each side of the Grand River. Our active work toward reconciliation takes place across our campuses through research, learning, teaching, and community building, and is centralized within our Office of Indigenous Relations.