FWSC Job Content Analysis Questionnaire

Section 1

Organisational Structure

Please describe where your position fits in the organisational structure.

Department / Division *

Section / Unit

Your Position Title *

Name of Your Immediate Supervisor / Manager *

Supervisor's Position Title *

Number of Employees Who Report Directly to You

Brief Description of Organisational Position (e.g. where you fit in the chain of command) (Optional)

Job Summary — Q1

Job Summary

In a few words, please provide a brief description of the purpose of your job.

📌 Describe the PRIMARY reason this position exists. Be concise and focus on the overall objective, not individual tasks.

Q1. Purpose of Your Job *

Job Duties — Q2

Job Duties

Please describe your main duty (WHAT is done, HOW it is done, and WHY it is done). Indicate frequency, percentage of time and order of importance.

📌 Frequency: Daily / Weekly / Monthly / Occasionally.

Primary Duty

Describe this duty (What, How, Why)

Frequency

% of Time

Importance Rank

Factor 1 — Q3

Knowledge

This section assesses the formal education, certifications, reading/writing/mathematical skills, and other knowledge required to perform the job.

Q3(a). What is the MINIMUM level of formal education required to perform this job? *

No formal education required

Less than high school education

High school diploma or equivalent (GED)

Vocational / technical diploma or certificate (1–2 years)

College diploma (2-year post-secondary)

University degree — Bachelor's level

Post-graduate degree — Master's or equivalent

Doctorate degree (PhD or professional doctorate)

Q3(b). What professional certifications, licences, or designations are REQUIRED for this job?

None required

Preferred but not required

Required — please specify below

Q3(c). Reading & Writing skills required: *

Basic reading and writing only

Read standard instructions and complete simple forms

Read/write technical reports, memos, and correspondence

Prepare complex technical documents, policies, and proposals

Conduct research, analysis, and publication-level writing

Q3(d). Mathematical skills required: *

Basic arithmetic (addition, subtraction, multiplication, division)

Fractions, percentages, and basic statistics

Complex calculations, financial analysis, or data interpretation

Advanced mathematics — statistics, calculus, or modelling

Q3(e). Describe any other specialised knowledge or technical skills required:

Factor 2 — Q4

Learning Experience

This section covers the amount of previous experience and on-the-job training typically required to perform your job effectively.

Q4(a). How long would it typically take a QUALIFIED person to learn to perform this job effectively? *

Up to 1 month

1 to 3 months

3 to 6 months

6 months to 1 year

1 to 2 years

2 to 4 years

Over 4 years

Q4(b). What type of prior experience is typically required?

No prior experience required

Related administrative or clerical experience

Technical or trade experience

Professional experience in the same field

Management or supervisory experience

Research or academic experience

Q4(c). Describe the type of on-the-job training provided when a new employee starts this position:

Factor 3 — Q5 Part A

Judgment — New & Challenging Situations

Select the frequency for each behaviour and provide an example. This section evaluates how you respond to new or challenging work situations.

📌 Frequency codes: 1 = Never | 2 = Rarely | 3 = Sometimes | 4 = Frequently | 5 = Always

Behaviour	Frequency (1–5)	Example / Comments
Handles unfamiliar problems using own judgment without immediate guidance
Adapts standard procedures or methods to suit new or unusual situations
Develops new approaches to recurring problems where existing methods are inadequate
Exercises judgment with limited precedent or reference guidelines
Makes decisions that directly affect departmental operations or service delivery
Evaluates risks and consequences before making decisions

Factor 3 — Q5 Part B

Judgment — Level of Discretion

Select all that apply and provide examples. This section evaluates the level of discretion you typically exercise when performing your duties.

Q5(b). Which of the following BEST describes the level of discretion you exercise? (Select all that apply)

Follows detailed step-by-step instructions with little or no personal discretion

Follows established procedures; exercises occasional judgment for minor decisions

Interprets general guidelines to address specific situations not explicitly covered

Applies professional principles and standards to develop solutions; guidelines are broad

Creates new approaches and policies where no formal guidelines exist; highly self-directed

Q5(c). How is your work typically reviewed or checked?

Checked constantly by supervisor before any action

Checked frequently after each task

Reviewed periodically (spot checks) — not every task

Seldom reviewed — work is largely self-directed

Not routinely checked — results speak for themselves

Q5(d). What guidelines, manuals, or policies do you use to perform your job?

Q5(e). Describe the nature of errors that may occur in your job and their potential consequences:

Factor 4 — Q6

Error Control, Guidelines & Work Checking

This section evaluates the nature of errors that may occur in your job, the guidelines you use, and how your work is checked.

Q6(a). How are errors in your work typically detected? (Select all that apply)

Errors detected immediately through self-checking

Errors detected by supervisor or manager review

Errors detected by colleagues, clients, or downstream processes

Errors may go undetected for extended periods

Errors can have serious financial, safety, or legal consequences

Q6(b). Provide a specific example of an error that could occur in your job and describe the impact:

Q6(c). What level of guidelines are available to assist you in your work? *

Detailed step-by-step procedures cover virtually all situations

General guidelines with some interpretation needed for specific cases

Broad policies requiring significant interpretation and professional judgment

Professional or technical standards only — significant self-direction required

No formal guidelines — must develop own approaches and methods

Q6(d). List the key guidelines, manuals, legislation, or standards you use:

Factor 5 — Q7

Financial Responsibility

This section evaluates the extent of your responsibility for financial transactions, authorisations, budgets, and financial recommendations.

Q7(a). What is your level of financial signing authority or approval? *

No financial signing authority

Handle petty cash or minor purchases up to $500

Approve purchases or expenditures up to $5,000

Approve expenditures up to $25,000

Signing authority up to $100,000

Budget responsibility or signing authority over $100,000

Q7(b). What types of financial responsibilities does your job involve? (Select all that apply)

No financial responsibilities

Collecting or receiving payments from customers/clients

Processing purchase orders, invoices, or expense claims

Preparing, monitoring, or reporting on budgets

Making or recommending financial decisions or forecasts

Final authorisation of financial commitments or contracts

Managing grants, funding, or external financial resources

Q7(c). Approximate value of budget(s) you are responsible for (if applicable):

Q7(d). Additional details about your financial responsibilities:

Factor 6 — Q8

Responsibility for Assets

This section evaluates your responsibility for goods, tools, equipment, software, and the care/welfare of people or patients.

Q8(a). What types of assets are you responsible for? (Select all that apply)

Office furniture and general equipment

Computer hardware, peripherals, and IT equipment

Specialised tools, instruments, or machinery

Vehicles or transportation equipment

Software licences, databases, or digital systems

Inventory, stock, or consumable supplies

Confidential records, documents, or data

Care or welfare of individuals (clients, patients, children, etc.)

No significant asset responsibility

Q8(b). Estimated total value of assets you are personally responsible for: *

No asset responsibility

Less than $1,000

$1,000 – $10,000

$10,000 – $50,000

$50,000 – $250,000

Over $250,000

Q8(c). Describe the specific assets and the nature of your responsibility:

Factor 7 — Q9 (Part 1)

Supervisory Responsibility — 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.

Q9(a). What is the nature of your supervisory responsibility? *

No supervisory responsibility

Lead or coordinate the work of others on specific projects only (informal leadership)

Assign and check work; maintain quality standards; provide day-to-day guidance

Direct supervisor — full responsibility for a work group (hiring, discipline, evaluations)

Manager — supervise supervisors or team leaders; responsible for multiple units

Q9(b). List the positions that report directly to you (include position title, number of employees, and employment type):

Position Title	No. of Employees	Employment Type	Location

Q9(b) Notes — Any additional context about your direct supervision responsibilities:

Factor 7 — Q9(c)

Supervisory Responsibility — Indirect Supervision

List the number of employees who report to you INDIRECTLY through subordinate supervisors, including their employment type and location.

📌 Indirect supervision means employees do NOT report directly to you, but rather to supervisors who report to you.

Position / Group Title	No. of Employees	Employment Type	Location

Total number of employees under indirect supervision:

Additional notes on indirect supervision:

Factor 7 — Q9(d)

Supervisory Responsibility — Functional Supervision

Functional supervision refers to giving technical, policy-related, or specialist instruction to employees who do NOT report directly to you.

📌 Functional supervision means providing expert guidance, technical direction, or policy instruction — not day-to-day management — to staff outside your reporting line.

Q9(d). Do you provide functional supervision?

No — I do not provide functional supervision

Yes — I provide functional guidance to other staff

If yes, describe the nature of the functional guidance you provide:

Department / Group Receiving Guidance	Approximate No. of Staff	Nature of Guidance

Factor 8 — Q10

Contacts

This section evaluates the nature and frequency of your contact with internal and external groups as part of your job.

📌 Purpose Codes: A = No meaningful exchange | B = Exchange of factual/routine information | C = Explanation or interpretation of information | D = Discussion to obtain cooperation or resolve problems | E = Mitigation of high-tension or emotional situations

Q10(a). Internal Contacts (within your organisation):

Department / Group	Frequency	Purpose Code (A–E)	Example
Senior Management / Executive
Finance / Accounting
Human Resources
IT / Technology
Operations / Production
Legal / Compliance
Other Departments

Q10(b). External Contacts (outside your organisation):

External Group	Frequency	Purpose Code (A–E)	Example
Clients / Customers
Suppliers / Vendors
Government Agencies / Regulators
Professional Bodies
Other Organisations / Partners
General Public

Factor 9 — Q11

Environmental Conditions

This section identifies unpleasant or unusual 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 / almost every day) | 3 = Continuously (all working hours except breaks) | 0 = Does not apply

Q11(a). Indicate the frequency of exposure to the following conditions:

Condition	Frequency (0–3)	Comments
Dust, dirt, or grime
High noise levels
Extreme heat or cold temperatures
Wet, humid, or damp conditions
Chemical fumes, gases, or strong odours
Working at heights
Working in confined spaces
Working outdoors (exposed to weather)
Irregular hours or shift work
Prolonged VDU / screen use

Q11(b). Provide the places where you normally work and approximate hours per week at each:

Work Location	Hours per Week

Factor 10 — Q12

Hazards

This section identifies hazardous conditions associated with your job duties and the precautions required to avoid injury or exposure.

📌 Frequency codes: 1 = Occasionally | 2 = Frequently | 3 = Continuously

Q12(a). Indicate the frequency of exposure to the following hazards:

Hazard	Frequency (0–3)	Comments
Moving machinery or equipment
Toxic chemicals, biological agents, or radiation
Electrical hazards
Risk of falling (from ladders, scaffolding, etc.)
Falling objects
Exposure to physical violence or aggressive behavior
Significant driving hazards
Exposure to communicable diseases

Q12(b). Describe any safety equipment (PPE) you are required to wear or precautions you must take:

Factor 11 — Q13

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.

Q13. Select the one that BEST describes your job: *

Basic dexterity: General handling of objects, basic computer use, driving.

Moderate dexterity: Significant keyboarding/data entry, using standard tools, operating basic machinery.

High dexterity: Precision assembly, playing a musical instrument, operating complex equipment requiring fine control.

Exceptional dexterity: Intricate surgical procedures, highly specialized crafting, demanding extreme precision.

Provide examples of tasks requiring dexterity:

Factor 12 — Q14

Physical Effort

This section evaluates the physical demands of your job, such as standing, walking, lifting, bending, twisting, and other physical tasks.

📌 Frequency Codes: 1 = Occasionally | 2 = Frequently | 3 = Continuously

Q14(a). Frequency of Physical Activities:

Activity	Frequency (0–3)	Comments
Sitting
Standing
Walking
Bending / Stooping / Twisting
Climbing (stairs, ladders)
Reaching (above shoulders or outward)

Q14(b). Lifting — Maximum Weight: *

Under 5 kg (11 lbs)

5 to 10 kg (11 - 22 lbs)

10 to 25 kg (22 - 55 lbs)

25 to 50 kg (55 - 110 lbs)

Over 50 kg (110 lbs)

Factor 13 — Q15

Mental Concentration

This section evaluates the level of mental concentration, attention, and sustained cognitive effort required to perform your job duties.

Q15(a). Concentration Required: *

Normal attention: Work is routine and requires standard attention.

High attention: Tasks require focused concentration to ensure accuracy and prevent errors.

Intense concentration: Work demands sustained, intense focus (e.g., complex data analysis, precise editing, active problem solving).

Q15(b). Frequency of Interruptions: *

Rarely interrupted: Can focus on single tasks for extended periods.

Occasionally interrupted: Some disruptions, but generally able to return to tasks easily.

Frequently interrupted: Constant interruptions requiring shifting of priorities and focus.

Q15(c). Mental Fatigue:

Yes, job causes significant mental fatigue.

No, standard mental effort required.

Final Remarks — Q16

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.

Additional Information or Comments:

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