How to write Job Description
Worker Characteristics — enduring characteristics that may influence both work performance and the capacity to acquire knowledge and skills required for effective work performance.
Abilities —
Enduring attributes of the individual that influence performance
Cognitive Abilities — Abilities that influence the
acquisition and application of knowledge in problem solving
Verbal Abilities — Abilities that influence the acquisition
and application of verbal information in problem solving
Oral Comprehension —
The ability to listen to and understand information and ideas presented through
spoken words and sentences.
Written Comprehension — The ability to read and understand
information and ideas presented in writing.
Oral Expression — The ability to communicate information and
ideas in speaking so others will understand.
Written Expression — The ability to communicate information
and ideas in writing so others will understand.
Idea Generation and Reasoning Abilities — Abilities that
influence the application and manipulation of information in problem solving
Fluency of Ideas — The ability to come up with a number of
ideas about a topic (the number of ideas is important, not their quality,
correctness, or creativity).
Originality — The ability to come up with unusual or clever
ideas about a given topic or situation, or to develop creative ways to solve a
problem.
Problem Sensitivity — The ability to tell when something is
wrong or is likely to go wrong. It does not involve solving the problem, only
recognizing there is a problem.
Deductive Reasoning — The ability to apply general rules to
specific problems to produce answers that make sense.
Inductive Reasoning — The ability to combine pieces of
information to form general rules or conclusions (includes finding a
relationship among seemingly unrelated events).
Information Ordering — The ability to arrange things or
actions in a certain order or pattern according to a specific rule or set of
rules (e.g., patterns of numbers, letters, words, pictures, mathematical
operations).
Category Flexibility — The ability to generate or use
different sets of rules for combining or grouping things in different ways.
Quantitative Abilities — Abilities that influence the
solution of problems involving mathematical relationships
Mathematical Reasoning — The ability to choose the right
mathematical methods or formulas to solve a problem.
Number Facility — The ability to add, subtract, multiply, or
divide quickly and correctly.
Memory — Abilities related to the recall of available
information
Memorization — The ability to remember information such as
words, numbers, pictures, and procedures.
Perceptual Abilities — Abilities related to the acquisition
and organization of visual information
Speed of Closure — The
ability to quickly make sense of, combine, and organize information into
meaningful patterns.
Flexibility of Closure — The ability to identify or detect a
known pattern (a figure, object, word, or sound) that is hidden in other
distracting material.
Perceptual Speed — The ability to quickly and accurately
compare similarities and differences among sets of letters, numbers, objects,
pictures, or patterns. The things to be compared may be presented at the same
time or one after the other. This ability also includes comparing a presented
object with a remembered object.
Spatial Abilities — Abilities related to the manipulation and
organization of spatial information
Spatial Orientation — The ability to know your location in
relation to the environment or to know where other objects are in relation to
you.
Visualization — The ability to imagine how something will
look after it is moved around or when its parts are moved or rearranged.
Attentiveness — Abilities related to application of attention
Selective Attention —
The ability to concentrate on a task over a period of time without being
distracted.
Time Sharing — The ability to shift back and forth between
two or more activities or sources of information (such as speech, sounds,
touch, or other sources).
Psychomotor
Abilities — Abilities that influence the capacity to manipulate and control
objects
Fine Manipulative
Abilities — Abilities related to the manipulation of objects Arm-Hand
Steadiness — The
ability to keep your hand and arm steady while moving your arm or while holding
your arm and hand in one position.
Manual Dexterity — The ability to quickly move your hand,
your hand together with your arm, or your two hands to grasp, manipulate, or
assemble objects.
Finger Dexterity — The ability to make precisely coordinated
movements of the fingers of one or both hands to grasp, manipulate, or assemble
very small objects.
Control Movement Abilities — Abilities related to the control
and manipulation of objects in time and space
Control Precision — The ability to quickly and repeatedly
adjust the controls of a machine or a vehicle to exact positions.
Multilimb Coordination — The ability to coordinate two or
more limbs (for example, two arms, two legs, or one leg and one arm) while
sitting, standing, or lying down. It does not involve performing the activities
while the whole body is in motion.
Response Orientation — The ability to choose quickly between
two or more movements in response to two or more different signals (lights,
sounds, pictures). It includes the speed with which the correct response is
started with the hand, foot, or other body part.
Rate Control — The ability to time your movements or the
movement of a piece of equipment in anticipation of changes in the speed and/or
direction of a moving object or scene.
Reaction Time and Speed Abilities — Abilities related to
speed of manipulation of objects
Reaction Time — The
ability to quickly respond (with the hand, finger, or foot) to a signal (sound,
light, picture) when it appears.
Wrist-Finger Speed — The ability to make fast, simple,
repeated movements of the fingers, hands, and wrists.
Speed of Limb Movement — The ability to quickly move the arms
and legs.
Physical Abilities — Abilities that influence strength,
endurance, flexibility, balance and coordination
Physical Strength Abilities — Abilities related to the
capacity to exert force
Static Strength — The
ability to exert maximum muscle force to lift, push, pull, or carry objects.
Explosive Strength — The ability to use short bursts of
muscle force to propel oneself (as in jumping or sprinting), or to throw an
object.
Dynamic Strength — The ability to exert muscle force
repeatedly or continuously over time. This involves muscular endurance and
resistance to muscle fatigue.
Trunk Strength — The ability to use your abdominal and lower
back muscles to support part of the body repeatedly or continuously over time
without 'giving out' or fatiguing.
Endurance —
The ability to exert oneself physically over long periods without getting out
of breath
Stamina — The ability to exert yourself physically over long
periods of time without getting winded or out of breath
Flexibility,
Balance, and Coordination — Abilities related to the control of gross body
movements
Extent Flexibility — The ability to bend, stretch, twist, or
reach with your body, arms, and/or legs.
Dynamic Flexibility — The ability to quickly and repeatedly
bend, stretch, twist, or reach out with your body, arms, and/or legs.
Gross Body Coordination — The ability to coordinate the
movement of your arms, legs, and torso together when the whole body is in
motion.
Gross Body Equilibrium — The ability to keep or regain your
body balance or stay upright when in an unstable position
Sensory
Abilities — Abilities that influence visual, auditory and speech perception
Visual Abilities — Abilities related to visual sensory input
Near Vision — The ability to see details at close range
(within a few feet of the observer).
Far Vision — The ability to see details at a distance.
Visual Color Discrimination — The ability to match or detect
differences between colors, including shades of color and brightness.
Night Vision — The ability to see under low light conditions.
Peripheral Vision — The ability to see objects or movement of
objects to one's side when the eyes are looking ahead.
Depth Perception — The ability to judge which of several
objects is closer or farther away from you, or to judge the distance between
you and an object.
Glare Sensitivity — The ability to see objects in the
presence of glare or bright lighting.
Auditory and Speech Abilities — Abilities related to auditory
and oral input
Hearing Sensitivity — The ability to detect or tell the
differences between sounds that vary in pitch and loudness.
Auditory Attention — The ability to focus on a single source
of sound in the presence of other distracting sounds.
Sound Localization — The ability to tell the direction from
which a sound originated.
Speech Recognition — The ability to identify and understand
the speech of another person.
Speech Clarity — The
ability to speak clearly so others can understand you.
Occupational
Interests Preferences for work environments.
Occupational
Interest Profiles (OIPs) are compatible with Holland's (1985, 1997) model of
personality types and work environments.
Realistic — Realistic occupations frequently involve work
activities that include practical, hands-on problems and solutions. They often
deal with plants, animals, and real-world materials like wood, tools, and
machinery. Many of the occupations require working outside, and do not involve
a lot of paperwork or working closely with others.
Investigative — Investigative occupations frequently involve
working with ideas, and require an extensive amount of thinking. These
occupations can involve searching for facts and figuring out problems mentally.
Artistic — Artistic occupations frequently involve working
with forms, designs and patterns. They often require self-expression and the
work can be done without following a clear set of rules.
Social — Social occupations frequently involve working with,
communicating with, and teaching people. These occupations often involve
helping or providing service to others.
Enterprising — Enterprising occupations frequently involve
starting up and carrying out projects. These occupations can involve leading
people and making many decisions. Sometimes they require risk taking and often
deal with business.
Conventional — Conventional occupations frequently involve
following set procedures and routines. These occupations can include working
with data and details more than with ideas. Usually there is a clear line of
authority to follow.
Work Values
— Global aspects of work composed of specific needs that are important to a
person's satisfaction. Occupational Reinforcer Patterns (ORPs) are based on the
Theory of Work Adjustment (Dawis & Lofquist, 1984).
Achievement — Occupations that satisfy this work value are
results oriented and allow employees to use their strongest abilities, giving
them a feeling of accomplishment. Corresponding needs are Ability Utilization
and Achievement.
Ability Utilization — Workers on this job make use of their
individual abilities.
Achievement — Workers
on this job get a feeling of accomplishment.
Working Conditions — Occupations that satisfy this work value
offer job security and good working conditions. Corresponding needs are
Activity, Compensation, Independence, Security, Variety and Working Conditions.
Activity — Workers on this job are busy all the time.
Independence — Workers on this job do their work alone.
Variety — Workers on this job have something different to do
every day.
Compensation — Workers on this job are paid well in
comparison with other workers.
Security — Workers on this job have steady employment.
Working Conditions — Workers on this job have good working
conditions.
Recognition — Occupations that satisfy this work value offer
advancement, potential for leadership, and are often considered prestigious.
Corresponding needs are Advancement, Authority, Recognition and Social Status.
Advancement — Workers on this job have opportunities for
advancement.
Recognition — Workers on this job receive recognition for the
work they do.
Authority — Workers on this job give directions and
instructions to others.
Social Status — Workers on this job are looked up to by
others in their company and their community.
Relationships — Occupations that satisfy this work value allow
employees to provide service to others and work with co-workers in a friendly
non-competitive environment. Corresponding needs are Co-workers, Moral Values
and Social Service.
Co-workers — Workers
on this job have co-workers who are easy to get along with.
Social Service — Workers on this job have work where they do
things for other people.
Moral Values — Workers on this job are never pressured to do
things that go against their sense of right and wrong.
Support — Occupations that satisfy this work value offer
supportive management that stands behind employees. Corresponding needs are
Company Policies, Supervision: Human Relations and Supervision: Technical.
Company Policies and Practices — Workers on this job are
treated fairly by the company.
Supervision, Human Relations — Workers on this job have
supervisors who back up their workers with management.
Supervision, Technical — Workers on this job have supervisors
who train their workers well.
Independence — Occupations that satisfy this work value allow
employees to work on their own and make decisions. Corresponding needs are
Creativity, Responsibility and Autonomy.
Creativity — Workers on this job try out their own ideas.
Responsibility — Workers on this job make decisions on their
own.
Autonomy — Workers on this job plan their work with little
supervision.
Work Styles
— Personal characteristics that can affect how well someone performs a job.
Achievement Orientation — Job requires personal goal setting,
trying to succeed at those goals, and striving to be competent in own work
Achievement/Effort — Job requires establishing and
maintaining personally challenging achievement goals and exerting effort toward
mastering tasks.
Persistence — Job
requires persistence in the face of obstacles. Initiative — Job requires a
willingness to take on responsibilities and challenges.
Social Influence — Job requires having an impact on others in
the organization, and displaying energy and leadership
Leadership — Job requires a willingness to lead, take charge,
and offer opinions and direction.
Interpersonal Orientation — Job requires being pleasant,
cooperative, sensitive to others, easy to get along with, and having a
preference for associating with other organization members
Cooperation — Job requires being pleasant with others on the
job and displaying a good-natured, cooperative attitude.
Concern for Others — Job requires being sensitive to others'
needs and feelings and being understanding and helpful on the job.
Social Orientation — Job requires preferring to work with
others rather than alone, and being personally connected with others on the job
Adjustment — Job requires maturity, poise, flexibility, and
restraint to cope with pressure, stress, criticism, setbacks, personal and
work-related problems, etc.
Self Control — Job requires maintaining composure, keeping
emotions in check, controlling anger, and avoiding aggressive behavior, even in
very difficult situations.
Stress Tolerance — Job requires accepting criticism and
dealing calmly and effectively with high stress situations.
Adaptability/Flexibility — Job requires being open to change
(positive or negative) and to considerable variety in the workplace.
Conscientiousness — Job requires dependability, commitment to
doing the job correctly and carefully, and being trustworthy, accountable, and
attentive to details
Dependability — Job requires being reliable, responsible, and
dependable, and fulfilling obligations.
Attention to Detail — Job requires being careful about detail
and thorough in completing work tasks.
Integrity — Job requires being honest and ethical.
Independence — Job requires developing one's own ways of
doing things, guiding oneself with little or no supervision, and depending on
oneself to get things done
Practical Intelligence — Job requires generating useful ideas
and thinking things through logically
Innovation — Job requires creativity and alternative thinking
to develop new ideas for and answers to work-related problems.
Analytical Thinking — Job requires analyzing information and
using logic to address work-related issues and problems.
Worker
Requirements
Worker
Requirements —descriptors referring to work-related attributes acquired and/or
developed through experience and education.
Worker
requirements represent developed or acquired attributes of an individual that
may be related to work performance such as work-related knowledge and skill.
Knowledge represents the acquisition of facts and principles about a domain of
information. Experience lays the foundation for establishing procedures to work
with given knowledge. These procedures are more commonly known as skills.
Skills may be further divided into basic skills and cross-functional skills.
Basic skills, such as reading, facilitate the acquisition of new knowledge.
Cross-functional skills, such as problem solving, extend across several domains
of activities
Basic Skills
— Developed capacities that facilitate learning or the more rapid acquisition
of knowledge
Content — Background structures needed to work with and
acquire more specific skills in a variety of different domains
Reading Comprehension — Understanding written sentences and
paragraphs in work related documents.
Active Listening — Giving full attention to what other people
are saying, taking time to understand the points being made, asking questions
as appropriate, and not interrupting at inappropriate times.
Writing — Communicating effectively in writing as appropriate
for the needs of the audience.
Speaking — Talking to others to convey information
effectively.
Mathematics — Using mathematics to solve problems.
Science — Using scientific rules and methods to solve
problems.
Process — Procedures that contribute to the more rapid
acquisition of knowledge and skill across a variety of domains
Critical Thinking — Using logic and reasoning to identify the
strengths and weaknesses of alternative solutions, conclusions or approaches to
problems.
Active Learning — Understanding the implications of new
information for both current and future problem-solving and decision-making.
Learning Strategies — Selecting and using
training/instructional methods and procedures appropriate for the situation
when learning or teaching new things.
Monitoring — Monitoring/Assessing performance of yourself,
other individuals, or organizations to make improvements or take corrective
action.
Cross-Functional Skills — Developed capacities that
facilitate performance of activities that occur across jobs
Social Skills — Developed capacities used to work with people
to achieve goals
Social Perceptiveness — Being aware of others' reactions and
understanding why they react as they do.
Coordination — Adjusting actions in relation to others'
actions.
Persuasion — Persuading others to change their minds or
behavior.
Negotiation — Bringing others together and trying to
reconcile differences.
Instructing — Teaching others how to do something.
Service Orientation — Actively looking for ways to help
people.
Complex Problem Solving Skills — Developed capacities used to
solve novel, ill-defined problems in complex, real-world settings
Complex Problem Solving — Identifying complex problems and
reviewing related information to develop and evaluate options and implement
solutions.
Technical Skills — Developed capacities used to design,
set-up, operate, and correct malfunctions involving application of machines or
technological systems
Operations Analysis — Analyzing needs and product
requirements to create a design.
Technology Design — Generating or adapting equipment and
technology to serve user needs.
Equipment Selection — Determining the kind of tools and
equipment needed to do a job.
Installation — Installing equipment, machines, wiring, or
programs to meet specifications.
Programming — Writing computer programs for various purposes.
Operation Monitoring — Watching gauges, dials, or other
indicators to make sure a machine is working properly.
Operation and Control — Controlling operations of equipment
or systems.
Equipment Maintenance — Performing routine maintenance on
equipment and determining when and what kind of maintenance is needed.
Troubleshooting —
Determining causes of operating errors and deciding what to do about it.
Repairing — Repairing machines or systems using the needed
tools.
Quality Control Analysis — Conducting tests and inspections
of products, services, or processes to evaluate quality or performance.
Systems Skills — Developed capacities used to understand,
monitor, and improve socio-technical systems
Judgment and Decision Making — Considering the relative costs
and benefits of potential actions to choose the most appropriate one.
Systems Analysis — Determining how a system should work and
how changes in conditions, operations, and the environment will affect
outcomes.
Systems Evaluation — Identifying measures or indicators of
system performance and the actions needed to improve or correct performance,
relative to the goals of the system.
Resource Management Skills — Developed capacities used to
allocate resources efficiently
Time Management — Managing one's own time and the time of
others.
Management of Financial Resources — Determining how money
will be spent to get the work done, and accounting for these expenditures.
Management of Material Resources — Obtaining and seeing to
the appropriate use of equipment, facilities, and materials needed to do
certain work.
Management of Personnel Resources — Motivating, developing,
and directing people as they work, identifying the best people for the job.
Knowledge —
Organized sets of principles and facts applying in general domains
Business and Management — Knowledge of principles and facts
related to business administration and accounting, human and material resource
management in organizations, sales and marketing, economics, and office
information and organizing systems
Administration and Management — Knowledge of business and
management principles involved in strategic planning, resource allocation,
human resources modeling, leadership technique, production methods, and
coordination of people and resources.
Clerical — Knowledge of administrative and clerical
procedures and systems such as word processing, managing files and records,
stenography and transcription, designing forms, and other office procedures and
terminology.
Economics and Accounting — Knowledge of economic and
accounting principles and practices, the financial markets, banking and the
analysis and reporting of financial data.
Sales and Marketing — Knowledge of principles and methods for
showing, promoting, and selling products or services. This includes marketing
strategy and tactics, product demonstration, sales techniques, and sales
control systems.
Customer and Personal Service — Knowledge of principles and
processes for providing customer and personal services. This includes customer
needs assessment, meeting quality standards for services, and evaluation of
customer satisfaction.
Personnel and Human Resources — Knowledge of principles and
procedures for personnel recruitment, selection, training, compensation and
benefits, labor relations and negotiation, and personnel information systems.
Manufacturing and Production — Knowledge of principles and
facts related to the production, processing, storage, and distribution of
manufactured and agricultural goods
Production and Processing — Knowledge of raw materials,
production processes, quality control, costs, and other techniques for
maximizing the effective manufacture and distribution of goods.
Food Production — Knowledge of techniques and equipment for
planting, growing, and harvesting food products (both plant and animal) for
consumption, including storage/handling techniques.
Engineering and Technology — Knowledge of the design,
development, and application of technology for specific purposes.
Computers and Electronics — Knowledge of circuit boards,
processors, chips, electronic equipment, and computer hardware and software,
including applications and programming.
Engineering and Technology — Knowledge of the practical
application of engineering science and technology. This includes applying
principles, techniques, procedures, and equipment to the design and production
of various goods and services.
Design — Knowledge of design techniques, tools, and
principles involved in production of precision technical plans, blueprints,
drawings, and models.
Building and Construction — Knowledge of materials, methods,
and the tools involved in the construction or repair of houses, buildings, or
other structures such as highways and roads.
Mechanical — Knowledge of machines and tools, including their
designs, uses, repair, and maintenance.
Mathematics and Science — Knowledge of the history, theories,
methods, and applications of the physical, biological, social, mathematical,
and geography
Mathematics — Knowledge of arithmetic, algebra, geometry,
calculus, statistics, and their applications.
Physics — Knowledge and prediction of physical principles,
laws, their interrelationships, and applications to understanding fluid,
material, and atmospheric
dynamics, and mechanical, electrical, atomic and sub- atomic structures and
processes.
Chemistry — Knowledge of the chemical composition, structure,
and properties of substances and of the chemical processes and transformations
that they undergo. This includes uses of chemicals and their interactions,
danger signs, production techniques, and disposal methods.
Biology — Knowledge of plant and animal organisms, their
tissues, cells, functions, interdependencies, and interactions with each other
and the environment.
Psychology — Knowledge of human behavior and performance;
individual differences in ability, personality, and interests; learning and
motivation; psychological research methods; and the assessment and treatment of
behavioral and affective disorders.
Sociology and Anthropology — Knowledge of group behavior and
dynamics, societal trends and influences, human migrations, ethnicity, cultures
and their history and origins.
Geography — Knowledge of principles and methods for
describing the features of land, sea, and air masses, including their physical
characteristics, locations, interrelationships, and distribution of plant,
animal, and human life.
Health Services — Knowledge of principles and facts regarding
diagnosing, curing, and preventing disease, and improving and preserving
physical and mental health and well-being
Medicine and Dentistry — Knowledge of the information and
techniques needed to diagnose and treat human injuries, diseases, and
deformities. This includes symptoms, treatment alternatives, drug properties
and interactions, and preventive health-care measures.
Therapy and Counseling — Knowledge of principles, methods,
and procedures for diagnosis, treatment, and rehabilitation of physical and
mental dysfunctions, and for career counseling and guidance.
Education and Training — Knowledge of principles and methods
for curriculum and training design, teaching and instruction for individuals
and groups, and the measurement of training effects.
Arts and Humanities — Knowledge of facts and principles
related to the branches of learning concerned with human thought, language, and
the arts.
English Language — Knowledge of the structure and content of
the English language including the meaning and spelling of words, rules of
composition, and grammar.
Foreign Language — Knowledge of the structure and content of
a foreign (non-English) language including the meaning and spelling of words,
rules of composition and grammar, and pronunciation.
Fine Arts — Knowledge of the theory and techniques required
to compose, produce, and perform works of music, dance, visual arts, drama, and
sculpture.
History and Archeology — Knowledge of historical events and
their causes, indicators, and effects on civilizations and cultures.
Philosophy and Theology — Knowledge of different
philosophical systems and religions. This includes their basic principles,
values, ethics, ways of thinking, customs, practices, and their impact on human
culture.
Law and Public Safety — Knowledge of regulations and methods
for maintaining people and property free from danger, injury, or damage; the
rules of public conduct established and enforced by legislation, and the
political process establishing such rules.
Public Safety and Security — Knowledge of relevant equipment,
policies, procedures, and strategies to promote effective local, state, or
national security operations for the protection of people, data, property, and
institutions.
Law and Government — Knowledge of laws, legal codes, court
procedures, precedents, government regulations, executive orders, agency rules,
and the democratic political process.
Communications — Knowledge of the science and art of
delivering information
Telecommunications — Knowledge of transmission, broadcasting,
switching, control, and operation of telecommunications systems.
Communications and Media — Knowledge of media production,
communication, and dissemination techniques and methods. This includes
alternative ways to inform and entertain via written, oral, and visual media.
Transportation —
Knowledge of principles and methods for moving people or goods by air, rail,
sea, or road, including the relative costs and benefits.
Work Context
Work Context — Physical and social factors that influence the
nature of work Interpersonal Relationships — This category describes the
context of the job in terms of human interaction processes
Communication — Types and frequency of interactions with
other people that are required as part of this job.
Communication Methods — How frequently does this job require
the use of the following communication methods?
Public Speaking — How often do you have to perform public
speaking in this job?
Telephone — How often do you have telephone conversations in
this job?
Electronic Mail — How often do you use electronic mail in
this job? Letters and
Memos — How often does the job require written letters and
memos? Face-to-
Face Discussions — How often do you have to have face-to-face
discussions with individuals or teams in this job?
Contact With Others — How much does this job require the
worker to be in contact with others (face-to-face, by telephone, or otherwise)
in order to perform it?
Role Relationships — Importance of different types of
interactions with others both inside and outside the organization
Job Interactions — How important are interactions requiring
the worker to:
Work With Work Group or Team — How important is it to work
with others in a group or team in this job?
Deal With External Customers — How important is it to work
with external customers or the public in this job?
Coordinate or Lead Others — How important is it to coordinate
or lead others in accomplishing work activities in this job?
Responsibility for Others — Amount of responsibility the
worker has for other workers as a part of this job Responsible for Others'
Health and
Safety — How much responsibility is there for the health and
safety of others in this job?
Responsibility for Outcomes and Results — How responsible is
the worker for work outcomes and results of other workers?
Conflictual Contact — Amount of conflict that the worker will
encounter as part of this job
Frequency of Conflict Situations — How often are there
conflict situations the employee has to face in this job? (% of working hours)
Deal With Unpleasant or Angry People — How frequently does
the worker have to deal with unpleasant, angry, or discourteous individuals as
part of the job requirements? (% of working hours)
Deal With Physically Aggressive People — How frequently does
this job require the worker to deal with physical aggression of violent
individuals? (% of working hours)
Physical Work Conditions — This category describes the work
context as it relates to the interactions between the worker and the physical
job environment
Work Setting — Description of physical surroundings that the
worker will face as part of this job
Frequency Required to Work: — How frequently does this job
require the worker to work:
Indoors, Environmentally Controlled — How often does this job
require working indoors in environmentally controlled conditions? (% of working
hours)
Indoors, Not Environmentally Controlled — How often does this
job require working indoors in non-controlled environmental conditions (e.g.,
warehouse without heat)? (% of working hours)
Outdoors, Exposed to Weather — How often does this job
require working outdoors, exposed to all weather conditions? (% of working
hours)
Outdoors, Under Cover — How often does this job require
working outdoors, under cover (e.g., structure with roof but no walls)? (% of
working hours)
In an Open Vehicle or Equipment — How often does this job
require working in an open vehicle or equipment (e.g., tractor)? (% of working
hours)
In an Enclosed Vehicle or Equipment — How often does this job
require working in a closed vehicle or equipment (e.g., car)? (% of working hours)
Physical Proximity — To what extent does this job require the
worker to perform job tasks in close physical proximity to other people?
Environmental Conditions — Description of extreme
environmental conditions the worker will be placed in as part of this job
Frequency in Environmental Conditions — How often during a
usual work period is the worker exposed to the following conditions:
Sounds, Noise Levels Are Distracting or Uncomfortable — How
often does this job require working exposed to sounds and noise levels that are
distracting or uncomfortable? (% of
working hours)
Very Hot or Cold Temperatures — How often does this job
require working in very hot (above 40 degrees) or very cold (below 0 degrees)
temperatures? (% of working hours)
Extremely Bright or Inadequate Lighting — How often does this
job require working in extremely bright or inadequate lighting conditions? (%
of working hours)
Exposed to Contaminants — How often does this job require
working exposed to contaminants (such as pollutants, gases, dust or odors)? (%
of working hours)
Cramped Work Space, Awkward Positions — How often does this
job require working in cramped work spaces that requires getting into awkward
positions? (% of working hours)
Structural Job Characteristics
Structural Job Characteristics — This category involves the
relationships or interactions between the worker and the structural
characteristics of the job
Criticality of Position — Amount of impact the worker has on
final products and their outcomes
Consequence of Error — How serious would the result usually
be if the worker made a mistake that was not readily correctable?
Impact of Decisions — The frequency and nature of the impact
of worker's decisions on the organization
Impact of Decisions on Co-workers or Company Results — How do
the decisions an employee makes impact the results of:
co-workers,
clients or
the company?
Frequency of Decision Making — How frequently is the worker
required to make decisions that affect:
other people,
the financial resources
and/or the image and
reputation of the organization?
Freedom to Make Decisions — How much decision making freedom,
without supervision, does the job offer?
Routine versus Challenging Work — The relative amounts of
routine versus challenging work the worker will perform as part of this job
Degree of Automation — How automated is the job?
Importance of Being Exact or Accurate — How important is
being very exact or highly accurate in performing this job?
Importance of Repeating Same Tasks — How important is
repeating the same physical activities (e.g., key entry) or mental activities
(e.g., checking entries in a ledger) over and over, without stopping, to
performing this job?
Structured versus Unstructured Work — To what extent is this
job structured for the worker, rather than allowing the worker to determine
tasks, priorities, and goals?
Competition — Amount of competition that the worker will face
as part of this job
Level of Competition — To what extent does this job require
the worker to compete or to be aware of competitive pressures?
Pace and Scheduling — Description of the role that time plays
in the way the worker performs the tasks required by this job
Time Pressure — How often does this job require the worker to
meet strict deadlines?
Pace Determined by Speed of Equipment — How important is it
to this job that the pace is determined by the speed of equipment or machinery?
(This does not refer to keeping busy at all times on this job.)
Work Schedules — How regular are the work schedules for this
job?
Duration of Typical Work Week — Number of hours typically
worked in one week.
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