天美传媒

In some instances, it may be appropriate to gather input from the incumbent(s), specifically if there are a small number of people in the position (3 or fewer) and if there is ambiguity regarding the position鈥檚 responsibilities. If an employee provides input, the supervisor retains responsibility for reviewing the final job description and completing the review and approval steps with their HR Business Partner. If you are unsure of the necessary information, please consult your HR Business Partner.

A strong job description clearly shows聽what聽the employee does,聽how聽they do it, and聽why聽the role exists. It should describe the work, not the person.

1. General Purpose (3鈥�4 sentences)

Use this section to answer:

• Why does this job exist? What is its primary purpose?
• What are the main areas of work it owns? How does this role contribute to the departments goals?
• How does it impact day-to-day operations, patients/customers, colleagues, and the organization?

Write in plain, specific language. Avoid vague phrases like 鈥減rovides support as needed.鈥� Instead, use outcomes such as 鈥渆nsures accurate and timely preparation of monthly clinic productivity reports.鈥�

2. Job Duties & Responsibilities (4鈥�7 responsibilities)

Use the table in the template to capture the major 鈥渂uckets鈥� of work, not every small task.

• List 4鈥�7 responsibilities that together describe the full job.
• Start each responsibility with a strong action verb: 鈥淧erforms,鈥� 鈥淐oordinates,鈥� 鈥淎nalyzes,鈥� 鈥淧repares,鈥� 鈥淟eads,鈥� 鈥淢aintains,鈥� 鈥淐ommunicates.鈥�

• 鈥淥ther duties as assigned.鈥� Should always be the last line item, and does not require an associated percentage of time

• Describe observable work, not traits.
  • Write: 鈥淧repares weekly staffing schedules for a 20鈥憄erson unit.鈥�
  • Don鈥檛 write: 鈥淚s organized and works well with others.鈥�

Add explanatory phrases so someone unfamiliar with the job can picture the work. For example: 鈥淐ollects, validates, and enters clinic visit data into the EHR to support accurate billing and quality reporting.鈥� Consider the following questions:

• What does a typical day look like for this role?
• Are there seasonal or project-based tasks that occur periodically?
• Who does this role interact with most frequently (internal or external)?
• Which departments or roles does this role collaborate with?
• What tools, systems, or technologies does this role regularly use or implement?

3. Percent of Time

Each responsibility must have an estimated 鈥�% of Time Spent鈥� that totals 100%.

• Use 5% increments (e.g., 10%, 15%, 25%).
• A single responsibility is rarely more than 25鈥�35% unless it truly dominates the role.
• Responsibilities should be listed in order of higher percentage of time to lowest.
• Pulse-check using a typical week:
  • 10% 鈮� 4 hours/week
  • 25% 鈮� 10 hours/week
  • 50% 鈮� 20 hours/week

Ask yourself: 鈥淥ver a typical year, how much time is really spent on this?鈥� Adjust so the whole job is accurately represented.

4. Essential Functions (Y/N)

Essential functions are the core duties the job exists to perform.

Mark 鈥淵鈥� for essential when:

• The duty is fundamental to the role (if removed, the job would change significantly).
• It is performed regularly, not just once a year.
• It cannot be easily reassigned to another role without changing this position.

Write essential functions with enough detail that you can evaluate whether someone is performing them.

5. Remote Work (Y/N)

For each responsibility, indicate whether it聽can聽be performed remotely.

• Mark 鈥淵鈥� only if the duty can be fully and effectively completed off鈥憇ite (e.g., data analysis, documentation, virtual meetings).
• Mark 鈥淣鈥� when the duty requires an on鈥憇ite presence (e.g., direct patient care, in鈥憄erson lab work, physical equipment handling).

This should reflect the work itself, not individual preferences.

6. Qualifications

The 鈥淩equired鈥� and 鈥淧referred鈥� qualifications should directly connect to the duties you鈥檝e listed.

• If you require a specific skill or credential, there should be at least one responsibility where that requirement is clearly used.
• Keep 鈥淩equired鈥� to what is truly necessary to do the job.
• Use 鈥淧referred鈥� only for experience or education that adds value but is not essential.

• The lowest amount of experience request to successfully complete the role

• • Only one year amount should be listed (example 鈥� if you feel 3-4 years are needed, we would use 鈥�3 years required鈥�.
• If a certification is required, list within what timeframe (upon hire, within 1 year, etc.)
  • Write out full name of certification without acronyms

7. Scope

• Only one level (box) should be selected for each job scope question, with the exception of Financial Responsibility, which can have more than one selected

8. Hazard Assessment

• Y or N populated for each line

9. Sign Off

• Required approvals populated, including department head鈥檚 signature

10. Style and Formatting Tips

For consistency across UR job descriptions:

• Use present tense and third person (e.g., 鈥淭his position coordinates鈥︹��, 鈥淭he incumbent prepares鈥︹��).
• Avoid internal jargon and undefined acronyms; spell out terms at least once.
• Focus on the job as it exists today, not potential future duties.
• Keep to one page for the core description whenever possible.

11. Quick Quality Check

Before submitting:

• Can someone outside your department picture a typical week in this role from the description alone?
• Do the duties, job scope, and required qualifications tell a consistent story about the level of the role?
• Do the percentages total 100%, and are essential functions clearly identified?

If the answer is 鈥渘o鈥� to any of these, revise for more clarity or specificity.

Once complete, the new or revised job description should be shared with your聽HR Business Partner聽to begin the review process. Ensure your manager and any other key stakeholders are appropriately involved throughout this process.

Once a position is approved, it will be posted to the 天美传媒 careers website and distributed to a number of job boards, including Indeed.