assignment of job responsibilities

Job Responsibilities Examples: How to Describe Job Duties On Your Resume (+ 13 Templates)

3 key takeaways

• Job responsibilities serve as a guide for job seekers and a strategic tool for employers.
• Each job responsibility on your resume should include an action verb, task, and metric.
• Teal’s AI Resume Builder is the fastest way to craft effective job responsibilities.

Job responsibilities are the detailed tasks and duties assigned to a specific role within an organization. Which responsibilities you choose to showcase and how you chose to include them on your resume can make the difference in whether you move forward in the hiring process.

Properly communicating job responsibilities is equally important for job seekers as it is for companies. To craft an effective job description, an employer needs to accurately and concisely convey a role’s job requirements. Conversely, job seekers need to tailor their resumes to show how their current job responsibilities align with the current opportunity.

As a result, you should consider the impact of job responsibilities from two perspectives: the employer and the job seeker.

How to list job responsibilities on your resume as a job seeker

A resume should showcase your proven track record and potential. To elevate the descriptions of key responsibilities you’ve held in the past, try this success formula:

Action Verb + Task + Metric + [Strategy Optional] = Outcome  

For example, "Led a marketing team ( action verb + task ) to increase online engagement by 40% ( metric ) through a targeted social media campaign ( strategy ), resulting in a 15% increase in sales ( outcome )."

Here are some tips for writing effective job descriptions for your resume:

Quantify achievements

Wherever possible, use numbers and data to quantify your resume . Including concrete numbers legitimizes your ability to carry out the roles and responsibilities assumed by your title and outlined in the job description in question.

Mirror the job description

Examine the job listing closely and align your resume to it. Use similar language and emphasize related resume work experience most relevant to the new role.

Highlight relevant skills

Demonstrate how your skills directly correlate with the job duties listed. Make it easy for hiring managers to see you as the ideal candidate.

Customize your resume

No two job applications are the same. Tailor your resume for each job you apply to, focusing on how your background fits with each specific role.

For job seekers, a tailored resume that speaks to these key responsibilities can set you apart. For employers, clear and detailed job descriptions are your first step in attracting the right talent. 

Use these strategies to enhance your hiring processes or to refine your approach to applying for new roles.

How to use AI to write job responsibilities

Leveraging AI, Teal's AI achievement generator helps transform work experiences into quantifiable achievements. Teal prompts you to think about your roles in terms of measurable impacts and then suggests better ways to phrase those experiences to resonate with potential employers.

Plus, Teal’s Matching Mode feature allows you to tailor your resume to align perfectly with any job application, underlining the relevance of your skills to the defined role and highlighting your qualifications using the right keywords from the job postings.

Companies use recruiters to find top talent. Teal gives candidates equivalent tools for finding a job. It's your personal assistant in the job search process, saving you time, enhancing your applications, and helping you land interviews faster.

How to create comprehensive job descriptions as an employer

Crafting a detailed and comprehensive job description is crucial to attracting the right candidates and setting clear performance expectations. 

Here are best practices to key points to consider when writing a job description:

Be specific

Clearly define each task and responsibility. 

Avoid vague descriptions to minimize mismatches between job expectations and applicant assumptions.

❌ "Assist with project management tasks."

✅ "Collaborate with team members to develop project timelines, track progress, and ensure timely completion of deliverables."

Update regularly

Job roles evolve with industry standards and organizational changes. Ensure job postings are current and reflect the role accurately.

If the role of a sales representative now includes responsibilities in digital marketing, the job description should be updated to reflect this change. 

❌ Mention traditional sales techniques.

✅ Include digital marketing skills like “social media management” and “lead generation through online channels.”

Remember, this is dependent on the role and how that role is outlined in the job description. 

Incorporate keywords

Use industry-specific keywords and phrases. This not only helps attract the right candidates but also makes the job posting more searchable online.

❌ When hiring for a software engineer, you fail to list languages required.

✅ Include keywords like "Java," "Python," or "agile development" to appeal to candidates with relevant skills and experience. 

This will also help the job posting appear in search results when candidates search for these specific keywords. Teal’s AI Resume Builder helps you with this by analyzing the job description and incorporating the right words throughout your resume.

Include expectations

Beyond specific tasks, outline expected outcomes and performance metrics. This gives potential applicants a clear idea of how success is measured in the role.

❌ Only listing tasks for a customer service representative

✅ Include expectations like "Achieve customer satisfaction ratings of 90% or higher" or "Respond to customer inquiries within 24 hours." 

These metrics give applicants a clear understanding of the performance standards and expectations for the role.

Bad job responsibilities example for job description

Job Title: Sales Manager

• Manage the sales team
• Oversee the sales process
• Work with various teams
• Ensure customer satisfaction
• Meet sales targets

Good job responsibilities example for job description

• Lead and mentor a team of 12 sales representatives to hit quarterly team sales goals through individual coaching sessions and weekly team meetings
• Streamline the sales process by implementing a new CRM system by Q3 2023, with the goal of reducing sales cycle time by 20%
• Collaborate with Marketing, Product Development, and Customer Service teams to ensure alignment, aiming for a 15% year-over-year increase in customer retention
• Actively monitor customer satisfaction metrics using Net Promoter Score (NPS) and implement data-driven strategies to improve scores by at least 10 points within the next fiscal year

In these job responsibilities examples, roles are clarified with specific goals, day-to-day tasks,  metrics for success, and time frames. That level of specificity gives candidates a better idea of what success looks like for the role, helping them qualify themselves in or out to save both parties valuable time.

Job responsibilities examples by role

1. digital marketing manager, example job responsibilities for a digital marketing manager resume.

• Developed and executed comprehensive digital marketing strategies that increased online engagement by 35% within six months, leveraging platforms such as Google Ads, Facebook, Instagram, and LinkedIn.
• Designed and optimized multiple digital advertising campaigns, resulting in a 25% reduction in cost per acquisition (CPA) and a 43% increase in conversion rate within one year.
• Monitored and analyzed key website and campaign performance metrics, using conversion data to refine strategies continuously. This approach improved campaign ROI by 51% across all digital channels.

Why it works for job seekers: Here, the applicant showcases their successful track record in increasing online engagement and conversions, demonstrating their ability to contribute significantly to a company's digital marketing objectives.

Example job responsibilities for a digital marketing manager job description

• Develop and execute digital marketing strategies across various channels, including LinkedIn, Instagram, the blog, and YouTube.
• Create and optimize digital advertising campaigns for a 10% increase in engagement
• Conduct market research to identify customer trends and insights
• Monitor and analyze website and campaign performance metrics
• Collaborate with cross-functional teams to align marketing efforts

Why it works for employers: It helps the hiring manager identify candidates with proven abilities to develop, execute, and optimize marketing strategies across various digital platforms effectively, ensuring maximum online visibility and engagement.

2. Sales Representative

Example job responsibilities for a sales representative resume.

• Proactively identified and pursued new sales opportunities, leading to a 30% increase in sales pipeline growth quarter-over-quarter through effective prospecting and networking strategies.
• Successfully negotiated and closed sales contracts that resulted in a 20% year-over-year increase in sales revenue.
• Delivered outstanding customer service, swiftly resolving any post-sale issues and concerns, leading to a customer satisfaction rating of 98% and generating positive word-of-mouth referrals.

Why it works for job seekers: This allows job seekers to demonstrate their direct contribution to sales growth and client satisfaction, underlining potential candidates as high-performing sales professionals.

Example job responsibilities for a sales representative job description

• Identify and pursue new sales opportunities through prospecting and networking
• Build and maintain relationships with clients and customers
• Conduct product demonstrations and presentations to potential clients
• Negotiate contracts and close sales deals
• Provide excellent customer service and resolve any issues

Why it works for employers: It attracts individuals who have a strong foundation in sales tactics, relationship-building skills, and the perseverance to identify and convert sales opportunities into tangible results.

3. Account Director

Example job responsibilities for an account director resume.

• Managed key client relationships, serving as the primary point of contact for over 15 high-value accounts, increasing client retention rates by 25% through personalized service and strategic account management.
• Implemented comprehensive customer service protocols, which enhanced client satisfaction scores by 30%, ensuring all clients received timely, effective solutions to their inquiries and issues.
• Led cross-functional team collaborations, working closely with marketing, sales, and product development teams to meet or exceed client objectives, facilitating a seamless execution of complex projects and campaigns.

Why it works for job seekers: Candidates can illustrate their competency in managing and growing key accounts, emphasizing their role in enhancing customer satisfaction and contributing to the company's revenue.

Example job responsibilities for an account director job description

• Manage relationships with key accounts and serve as the primary point of contact for clients
• Ensure client satisfaction and retention through excellent customer service
• Analyze account performance and identify opportunities for growth
• Develop and implement account-specific strategies to maximize revenue
• Collaborate with cross-functional teams to deliver on client objectives

Why it works for employers: The focus is attracting skilled relationship managers who can ensure customer satisfaction and drive revenue growth through strategic account management.

4. Project Manager

Example job responsibilities for a project manager resume.

• Successfully defined and communicated project scope, goals, and deliverables for over 30 projects, aligning with client and stakeholder expectations and steering projects toward clear objectives.
• Coordinated resources across multiple departments, efficiently managing task assignments to maintain productivity and meet critical project milestones in fast-paced environments.
• Proactively identified, assessed, and mitigated project risks, implementing risk management strategies that reduced project setbacks by 40%, ensuring smoother project execution and delivery.

Why it works for job seekers: Individuals can highlight their expertise in leading projects to successful completion, showcasing their ability to manage resources efficiently and communicate effectively with stakeholders.

Example job responsibilities for a project manager job description

• Define project scope, goals, and deliverables
• Develop and maintain project timelines and budgets
• Coordinate resources and tasks to ensure project completion
• Manage relationships with stakeholders and communicate project progress
• Identify and mitigate project risks

Why it works for employers: It's clear the hiring manager is looking for candidates adept at planning, executing, and finalizing projects according to strict deadlines and within budget, ensuring alignment with organizational objectives.

5. Human Resources

Example job responsibilities for an hr resume.

• Spearheaded the implementation and enforcement of HR policies, procedures, and practices, leading to a 40% reduction in policy violations and contributing to a more structured and compliant workplace environment.
• Oversaw end-to-end recruitment and onboarding processes for over 200 new hires, improving employee retention by 30% within the first 90 days due to enhanced onboarding practices and fit assessment techniques.
• Ensured strict compliance with employment laws and regulations through rigorous audit practices and training sessions, significantly reducing the risk of legal issues and maintaining a 100% compliance rate throughout tenure.

Why it works for job seekers: Job seekers targeting an HR role can use these job responsibilities examples as templates to showcase their skills in managing HR operations, implementing effective policies and procedures, and driving success through strategic recruitment techniques. 

Example job responsibilities for an HR  job description

• Implement and enforce HR policies, procedures, and practices
• Oversee recruitment and onboarding processes
• Provide guidance and support to employees on HR-related matters
• Manage employee performance and development programs
• Ensure compliance with employment laws and regulations

Why it works for employers: These responsibilities outline a comprehensive view of an HR role, highlighting the importance of implementing policies, overseeing recruitment, supporting employees, and ensuring legal compliance—all crucial for fostering a healthy and productive workplace.

6. Vice President of Marketing

Example job responsibilities for a vp marketing resume.

• Conceived and executed a holistic marketing strategy that drove a 45% growth rate and a 35% increase in annual revenue, identifying new market segments and crafting tailored campaigns.
• Led and mentored a diverse team of 15 marketing professionals, fostering a culture of creativity, innovation, and accountability that resulted in a 50% improvement in departmental KPIs.
• Conducted comprehensive market research using tools like Nielsen data and Google Analytics to identify emerging trends and opportunities, resulting in a 30% increase in market share and a deeper understanding of customer needs.

Why it works for job seekers: Candidates can highlight their strategic leadership and impact on growth, showcasing their ability to drive significant business results through innovative marketing strategies.

Example job responsibilities for a VP Marketing job description

• Develop and execute an overall marketing strategy to drive growth and increase revenue
• Lead and mentor a team of marketing professionals to achieve goals
• Develop and implement digital marketing campaigns using various channels
• Collaborate with business leaders to align marketing efforts with overall business goals and objectives

Why it works for employers: This role targets visionary leaders capable of defining and guiding a company's marketing strategy to drive substantial growth and revenue increases.

7. IT Project Manager

Example job responsibilities for it project manager resume.

• Defined and clarified project scope, goals, and deliverables for multiple high-stakes technology projects, ensuring all team members and stakeholders had a clear understanding of expectations and objectives.
• Developed comprehensive project plans, establishing realistic timelines and budgets, which were adhered to within a ±5% variance, demonstrating strong planning and financial management abilities.
• Effectively coordinated technical resources and task assignments among a diverse team of 25+ IT professionals, meeting 90% of project milestones ahead of schedule and maintaining team productivity and morale.
• Implemented and refined project management best practices and methodologies, such as Agile and Waterfall, tailored to fit organizational needs and project types, leading to a 50% increase in project delivery efficiency.

Why it works for job seekers: Emphasizing these skills shows potential employers that the candidates can manage IT projects successfully, deliver on time, communicate effectively, and significantly improve project efficiency.

Example job responsibilities for an IT job description

• Develop project plans, timelines, and budgets
• Coordinate resources and tasks to meet project milestones
• Communicate project status and risks to stakeholders
• Implement project management best practices and methodologies

Why it works for employers: These responsibilities reflect the hiring manager's preferences for a highly organized individual capable of defining goals, planning projects, coordinating resources, communicating with stakeholders, and applying project management methodologies.

8. Systems Administrator

Example job responsibilities for a systems admin resume.

• Successfully installed, configured, and maintained a diverse range of servers and network equipment, resulting in a 99.9% uptime over the measured period and ensuring optimal system performance.
• Diligently monitored system performance, identified and troubleshooted minor and major issues promptly, decreasing downtime by 30% and enhancing network stability.
• Provided high-level technical support to end-users and IT teams, solving complex software and hardware issues, resulting in an improved support service satisfaction rate of 95%.

Why it works for job seekers: By showcasing their accomplishments in these areas, the job seeker can depict their technical competence, problem-solving skills, ability to ensure cyber security, maintain system documentation, and provide high-level tech support.

Example job responsibilities for a job description

• Install, configure, and maintain servers and network equipment
• Monitor system performance and troubleshoot issues
• Implement security measures to protect systems from cyber threats
• Develop and maintain system documentation
• Provide technical support to end-users and IT teams

Why it works for employers: The duties listed emphasize key skills such as system installation and maintenance, troubleshooting, cyber security, system documentation, and user support, ensuring a well-functioning and secure IT infrastructure.

9. Operations Manager

Example job responsibilities for an operations manager resume.

• Developed and implemented operational policies and procedures that enhanced overall efficiency by 20% by identifying bottlenecks and instituting streamlined processes.
• Managed resources and budgets effectively, consistently meeting or exceeding operational targets within tight fiscal constraints, ensuring a 100% compliance rate with financial guidelines.
• Resolved complex operational issues swiftly, reducing the average resolution time by 30%, and implemented preventative measures to mitigate future disruptions.

Why it works for job seekers: The candidate demonstrates their abilities to streamline operations, improve efficiency and productivity, adhere to budget constraints, resolve complex issues, and collaborate for better results.

Example job responsibilities for an operations manager job description

• Develop and implement operational policies and procedures
• Monitor and optimize operational processes to improve efficiency
• Manage resources and budgets to meet operational targets
• Resolve operational issues and escalate as needed
• Collaborate with cross-functional teams to streamline operations

Why it works for employers: The requirements for this role emphasize the need to develop operational policies, monitor processes, manage resources, resolve issues, collaborate, and ensure optimal operations and efficiency.

10) Data Analyst

Example job responsibilities for a data analyst resume.

• Collected and cleaned data from multiple sources, ensuring a 99% accuracy rate, thus laying a solid foundation for credible analysis leading to sound business decisions.
• Developed comprehensive data visualizations and reports, which clarified findings and facilitated strategic decisions among senior stakeholders.
• Partnered effectively with cross-departmental teams to establish a culture of data-driven decision-making, enhancing operational efficiency by 25% through optimized process changes.

Why it works for job seekers: The job seeker showcases their skills in handling data, extracting insights, visualizing data, identifying trends, and collaboration, indicating their ability to influence business strategies and improve operational efficiency with data-driven insights.

Example job responsibilities for a data analyst job description

• Collect and clean data from various sources for analysis
• Perform data modeling and statistical analysis to extract insights
• Develop data visualizations and reports to present findings to stakeholders
• Identify trends and patterns in data to support business objectives
• Collaborate with teams to drive data-driven decision-making

Why it works for employers: The responsibilities cover key aspects of a data analyst's role, such as data collection, statistical analysis, data visualization, trend identification, and collaboration, which are vital to informed, data-driven decision-making.

11) Customer Success Manager

Example job responsibilities for a customer success manager resume.

• Successfully onboarded over 200 new customers within the first year, providing thorough product training and increasing the initial customer satisfaction rate by 15%.
• Engaged proactively with customers to identify their goals and challenges, resulting in tailored service recommendations that improved overall customer success by 20%.
• Gathered and leveraged customer feedback to enhance products and services, directly influencing a 30% improvement in product satisfaction score over two quarters.

Why it works for job seekers: The examples display the candidate's direct impact on customer satisfaction, problem-solving abilities, and strategic improvements in product offerings, making them attractive to employers looking for results-driven and customer-focused professionals

Example job responsibilities for a customer success manager job description

• Onboard new customers and provide training on products or services
• Proactively engage with customers to understand their goals and challenges
• Resolve customer issues and escalate as needed
• Gather customer feedback to improve products or services
• Measure and track customer success metrics to drive retention and growth

Why it works for employers: Showcasing these job duties helps employers demonstrate their commitment to customer satisfaction, proactive customer engagement, and continuous improvement of products or services based on feedback, all crucial for long-term success and customer retention.

12) Customer Service Representative

Example job responsibilities for a customer service rep resume.

• Responded to an average of 50+ customer inquiries per day via multiple channels, maintaining a 95% satisfaction rate in post-contact surveys.
• Provided detailed and accurate information about products and services, leading to a 20% increase in cross-sales and upsells among engaged customers.
• Skillfully handled complex complaints and devised solutions, resulting in a 30% decrease in escalation to supervisors, showcasing effective problem-resolution skills.

Why it works for job seekers: The achievements highlight the applicant’s ability to handle high volumes of customer interactions, resolve issues efficiently, and contribute to sales and customer retention goals, positioning them as valuable assets to potential employers focused on customer satisfaction.

Example job responsibilities for a customer service rep job description

• Respond to customer inquiries via phone, email, or chat
• Provide accurate information about products and services
• Handle complaints, provide appropriate solutions and alternatives within time limits
• Follow up to ensure resolution and maintain customer satisfaction
• Keep records of customer interactions and process customer accounts

Why it works for employers: Listing these duties emphasizes the need for efficient, empathetic, and effective customer service, essential for maintaining high customer satisfaction levels and loyalty.

13) UX/UI Designer

Example job responsibilities for a ux designer resume.

• Conducted comprehensive user research and gathered feedback through surveys and focus groups, informing design decisions that led to a 40% increase in user satisfaction scores.
• Created wireframes and mockups for over 20 projects, effectively visualizing design concepts that streamlined project approval processes by reducing iterations by 30%.
• Collaborated with cross-functional teams, including developers and product managers, ensuring seamless implementation of designs and maintaining design integrity throughout development stages.

Why it works for job seekers: The outlined achievements demonstrate the candidate’s capabilities in enhancing user experience, collaborating effectively with teams, and contributing to the product development process with data-driven design decisions, showcasing their value to employers seeking innovative and user-focused designers.

Example job responsibilities for a UX designer job description

• Conduct user research and gather feedback to inform design decisions
• Create wireframes and mockups to visualize design concepts
• Design intuitive user interfaces that enhance user experience
• Collaborate with cross-functional teams to implement designs
• Conduct usability testing and iterate on designs based on feedback

Why it works for employers: These responsibilities underline the importance of user-centered design processes, teamwork, and the continuous refinement of products based on user feedback, essential for creating products that meet users' needs and expectations.

How to describe your current job responsibilities effectively

When creating effective job responsibilities on your resume, it's crucial to highlight your skills and accomplishments clearly and effectively.

In a resume

The first step is crafting a robust summary, defining job duties in your current role with clarity.

Job responsibility tips for a resume

• Use action verbs to highlight your accomplishments .
• Emphasize your quantifiable achievements, like meeting project deadlines or boosting productivity.
• Link your detailed responsibilities to the job postings, aligning your skills with the job title.
• Present your responsibilities in concise bullet points, avoiding industry-specific jargon.
• Lastly, detail any unique contributions or initiatives you've spearheaded with quantifiable metrics.

Pro tip : Did you know many recruiters will look at your LinkedIn profile to see if you'd be the right fit? That means your work experience matters outside of your resume. To understand how to showcase your experience on LinkedIn, read our guide on optimizing your LinkedIn experience section .

In a Job Interview

Job interviews allow you to further elaborate on your resume, providing more context, and personal stories that round out your experiences.

Job responsibility tips for an interview

• Elaborate on your responsibilities: Define duties in a narrative form, elaborating on day-to-day tasks and important projects.
• Link job duties to impact: Discuss the direct effect of your work, offering real-world examples. Explain implemented strategies and their impact on performance metrics.
• Showcase teamwork and leadership: Provide examples of your collaboration skills and leadership roles within a team or project. Bring up any instances where you effectively led cross-functional teams to deliver upon project goals.
• Highlight ongoing professional development: Mention ongoing courses, certifications, or training as proof of commitment to personal growth and expertise.
• Discuss challenges and learnings: Share your experiences in handling adversity and turning potential crises into opportunities.

Feeling anxious for your interview? Refer to this resource hub for interview prep .

How to use Teal to describe your job responsibilities

Teal offers a seamless way to organize and manage your job search. But where it truly shines is its ability to help candidates perfectly position themselves on a resume for a particular role.

Here's how Teal helps job seekers draft past role achievements and professional history:

1. Tailored resume suggestions

With Teal's intelligent resume builder, you can quickly tailor your resume for each job application.

The platform uses advanced AI to scan job postings and recommend the right keywords to highlight your qualifications, ensuring your resume passes through Applicant Tracking Systems (ATS) and catches the eye of hiring managers.

2. Automated job search management

Save time by automating parts of your job search.

Teal offers insights and recommendations that guide you through optimizing your resume, ensuring you never miss a detail that could make your professional history shine.

3. Comprehensive job tracking

With Teal's Chrome extension , you can bookmark jobs from over 40 job boards, allowing you to keep track of all your job opportunities in one place. This centralized organization ensures you can easily manage applications and tailor your resume to particular position without losing track of any opportunity.

4. Insightful Recommendations

Beyond just organizing your job search, Teal provides tailored recommendations to improve your resume.

Once you leverage these suggestions, you can ensure your achievements and professional history are presented in the most impactful way possible, increasing your chances of landing more interviews.

Teal is your personal recruiter, but powered by AI. Just as companies have recruiters to find the right candidates, you have Teal to navigate the complex job market efficiently, helping you to land a job faster with a standout resume that truly represents your professional journey. Get started with Teal today.

Frequently Asked Questions

How can i tailor my job responsibilities on my resume to the job i'm applying for, how detailed should my job responsibility descriptions be on my resume, is it acceptable to use job responsibility templates for my resume, and how can i personalize them.

Nathan Thompson

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Job Descriptions .

How to write a job description (with examples), how to write a job description.

Job descriptions are the cornerstone of the recruiting process. They help to attract top talent, set expectations for qualified candidates, inform prospects about the role and company, and streamline the search process. Plus, a well-written job description gives companies a chance to make a great first impression. So while writing accurate and compelling job descriptions can be frustrating, finding the time and resources to do so is well worth it.

Importance of Job Descriptions

No matter how many job descriptions you write, they never seem to get any easier, especially if you are writing them for roles you know little about. We’re here to help. For starters, let’s discuss the importance of job descriptions, and then we’ll tackle how to write them.

Job descriptions are helpful for both prospective candidates and employers. Here’s why:

Attract Prospective Candidates

A concise and compelling job description will play a major role in attracting qualified candidates. With resources like LinkedIn, Facebook, Twitter and email, the ability to post and share jobs is instantaneous and has exponential reachability.

Set Expectations

A clear job description will set everyone up for success. Prospects will understand what is expected of them, more-qualified candidates will apply, under-qualified applicants will move on and you will save loads of time sifting through applications and communicating with potential candidates.

Prepare for Interviews

A well-crafted job description can help both applicants and interviewers prep for the big day . Applicants will be able to prepare for likely topics of conversation and interview teams will be equipped to ask questions that will accurately gauge the candidate’s qualifications.

Make a Stellar First Impression

Job descriptions are often the first point of contact candidates will have with your company and can shape their first impression. Just like resumes and CVs, any jargon or grammatical errors will turn a candidate off and leave a lasting negative impression.

Simplify the Search

Searching for jobs is incredibly time-consuming, especially for the 73 percent of candidates who are passive and currently employed. Clear and concise job descriptions help prospects compare salaries, benefits, perks and even company culture to determine what roles are worth applying to.

Establish a Baseline

Once a candidate is hired, the job description will stand as a baseline to measure growth, reference during performance reviews and consider future training opportunities.

Recommended Reading 29 Recruitment Strategies With Real Examples

Great job descriptions are thorough yet concise. They use specific terms and keep a professional tone. It’s OK to be a little quirky, but don’t overdo it. If you don’t take the job description seriously, top candidates will move on to other opportunities.

Important Parts of a Job Description

• Company Bio/Mission

Role Summary

• Role Responsibilities
• Role Requirements (Must-Have Skills)
• Time/Location
• Next Steps (How to Apply)

Here’s an outline of the main sections every job description should include.

Make the job title clear, concise and industry-specific.

43 percent of job seekers look for career opportunities on job boards that use search engine optimization (SEO) techniques. Job seekers are also likely to search based on the terms they know, so don’t stray from the standard industry language of common job titles. Be sure to include specific terms, like the programs required for the role. The title Lead Front End AngularJS Engineer is much more descriptive than Developer and will attract more qualified candidates. If your job can’t be found, it can’t be applied to.

Company Mission

Include a company description or mission, but keep it to about two to four sentences.

72 percent of job seekers noted they would be more likely to apply to a job posting with a company description. At the same time, don’t get too lost in the details. Most companies have a lengthy mission statement with core values and a culture code. For candidates looking at multiple companies and open roles, the missions start to sound the same. If candidates decide to pursue the position, they can read about the company’s full profile on the website. 

Consider writing a templated version that can be repurposed whenever you need to write a new job post. It’s also more common to include the company description or mission at the beginning of the post.

Write a brief three to five sentence summary about what the candidate will do in their role, who they’ll work with and any general qualities your team is looking for in the individual.

Job Responsibilities

90 percent of top-performing job descriptions include clear responsibilities and duties, according to Built In research. Responsibilities and duties are essential in order for a candidate to understand the role. They also set expectations for the hired employee and can be used as a baseline for performance reviews down the line.

Give five to 10 bullet points on what the candidate can expect to do in the role. Here are a few tips:

• Write in complete sentences.
• Be thorough. Candidates will be better prepared for the interview and role if they know what is expected of them.
• Don’t be excessive. You don’t need to include every single possible thing a person might encounter during the work day.

Must-Have Skills

Job descriptions include an average of eight distinct qualifications per job post (including must-have and nice-to-have skills), according to Built In research. List five to seven bullet points that are absolutely necessary for a candidate to be successful in the role they are applying to.

• Include quantities when applicable, like years of experience.
• Be sure to clarify what the application requires, like a portfolio, writing sample, video recording, resume, CV, cover letter, etc.
• Other important information includes education, experience, certifications and knowledge of specific platforms.

Nice-to-Have Skills

If there are any other qualities that are nice to have, include those here. Don’t feel like you have to include this section, but it may help candidates know what to include in the application or interview to stand out. This section is lower priority and should have fewer bullet points. 

Compensation

61 percent  consider compensation information to be the most important part of a job description. However, 99 percent of top-performing job descriptions don’t include compensation information, according to Built In research. Many companies still refuse to provide this information in job descriptions, but it’s time to get over this discomfort to garner a larger applicant pool.

It’s best to be upfront about the time frame you need employees to work. Flexible work hours are more common for full-time employees, time zones may play a role, and certain industries and markets work around different schedules.

Candidates will consider commute time or relocation efforts in their employment decision, so help them determine fit before they embark on the application process. Embedding a Google Map onto your website is really quite simple and can be done with this guide .

Working Conditions

Keep working conditions and workplace expectations clear. People want to know what to expect in their future work environment. Are there any physical requirements for the role? What is the expected dress code?

Call to Action

Make sure it is blatantly obvious where a candidate is supposed to apply. Do not make it complicated or frustrating to apply because that’s just going to reduce your applicant pool for the wrong reasons. This is one area that companies should customize to the location the job is being posted. Make sure they know where to click or who to email to get the process started. 

Disclaimer Statements

Most companies include an equal opportunity employer statement and that the employee may be required to perform additional job functions beyond the description. Do your research because disclaimers can help companies prevent serious lawsuits .

Elements to Improve Job Descriptions

Some companies include additional details in their job descriptions to help differentiate them from other employers. There’s certainly a balance between writing a thorough job description and being excessive, and that’s up to your team to decide. Here are a few additional sections to consider including in your job description. While these items are optional, they may turn a good job description into a great one.

Non-financial benefits are often a deciding factor for prospective candidates —  61 percent of job seekers expect to see benefits packages in job descriptions, yet only 43 percent of top-performing job descriptions included such information, according to Built In research.

Things to include are your company’s:

• Health insurance and wellness plans
• Retirement and stock options offerings
• Childcare and parental leave options
• Vacation and PTO policies

Remember that perks are not the same thing as benefits. Perks are nice add-ons the company offers its employees to improve work-life balance and help them live happier, more productive lives. 

Company Culture

Sure, it’s a buzzword, but the people have spoken and the best candidates expect a strong company culture . In fact, 47 percent  say that company culture is the main reason they’re searching for new opportunities.

Word Count 

It’s best to keep your job description in the 250 to 500 word count range, as supported by a study that found the majority of job postings had a similar word count trend. Top-performing job descriptions contain an average word count of 457 words, based on Built In findings. 

Average word count also correlates with average time on page for job descriptions. Job descriptions with a word count between 251 to 500 words see an average time on page of one minute and 39 seconds (1:39), which is closest to the average job description reading time of one minute and 41 seconds (1:41). It’s clear that job descriptions which adhere to word count best practices are much more engaging than their lower-performing counterparts. 

16 percent of job descriptions as analyzed by Built In contain obvious typos, which could be detrimental to applicant reach and a company trustworthiness. Similar to how many recruiters disregard applicants with typos on their resume or application, candidates may come away with a negative impression of your company for not doing its due diligence. Remember to always have at least one other person read your job description before posting.

Job Description Examples

Job descriptions aren’t one-size-fits-all. While the company bio and mission statement sections may remain the same for each role a company posts, the main sections — which include role responsibilities and requirements — should be uniquely tailored to the job at hand.

For instance, a job description for a highly specialized role will usually go into more detail about the types of tools and software programs qualified candidates are expected to possess, while a JD for an entry-level role may spend more time broadly discussing the mentality or passions a candidate should have. In any case, job descriptions that have enough detail specific to the role gives job-seekers a better sense of the position and it gives you an opportunity to make a positive first impression.

Below we’ve rounded up some in-depth guides and job description templates for several roles:

Creative Roles

• Art Director Job Description
• Technical Writer Job Description  
• UX Designer Job Description

Data and Analytics Roles

• Business Intelligence Analyst Job Description
• Data Analyst Job Description
• Data Scientist Job Description  

Developer Roles

• Front End Developer Job Description
• iOS Developer Job Description
• Java Developer Job Description
• PHP Developer Job Description
• Product Manager Job Description
• Salesforce Developer Job Description

Operations Roles

• Operations Manager Job Description
• DevOp Job Description  
• Project Manager Job Description

Marketing Roles

• Marketing Manager Job Description

Sales Roles

• Account Executive Job Description
• Account Manager Job Description
• Customer Success Manager Job Description  
• Sales Development Representative Job Description  
• Sales Engineer Job Description
• Sales Operations Manager Job Description

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10 Well-Defined Roles and Responsibilities Templates to Establish Accountability

Praburam Srinivasan

Growth Marketing Manager

February 13, 2024

Hiring a team of experts doesn’t guarantee success if you haven’t established team roles and responsibilities precisely. 🧑‍🤝‍🧑

Poor job definitions can lead to misunderstandings, reduced focus, botched deliveries, work overlaps, improper resource utilization , and employee dissatisfaction. According to a survey by Effectory , 75% of employees with job role clarity report better satisfaction levels at work.

Defining roles, responsibilities, and even procedures is part of every leader’s playbook. But the process can be exhausting and time-consuming, especially if you’re running a large team. Luckily, you don’t have to start from scratch, thanks to roles and responsibilities templates.

We’ll discuss the top 10 templates for establishing duties and hierarchical flows within your organization. Our crisp reviews will help you find the right template in no time!

What Is a Roles and Responsibilities Template?

What makes a good roles and responsibilities template, 1. clickup project management roles and responsibilities template, 2. clickup roles and permission matrix template, 3. clickup role-based access control matrix template, 4. clickup responsibility assignment matrix template , 5. clickup raci matrix template, 6. clickup daci model template, 7. clickup raci planning template, 8. clickup job responsibility sop template, 9. microsoft word job description template by betterteam, 10. microsoft word job roles and responsibilities template by template.net.

The success of any company, regardless of its size and line of work, depends on how well its employees understand and carry out their duties. Leaders and HR managers can use a roles and responsibilities template to present a full range of duties, job responsibilities, and delivery expectations for the role.

Its default sections typically come with guidelines to help you clarify:

• The job title with desired competencies and skills
• Reporting department(s) or project managers to align with
• Hierarchical communication flows (i.e., who the employee reports to)
• A breakdown of key responsibilities and other team members’ roles
• KPIs and metrics for evaluation

A responsibility template helps you design job duties in line with team goals and objectives . Besides preventing miscommunication, it’s useful for:

• Performance evaluation : The defined performance metrics help you measure how well team members are performing against their marked roles
• HR : To-the-point job descriptions help the HR department find suitable hires
• Employee development : Duty-aware teammates are more likely to develop their skills and participate in decision-making processes with confidence
• Low turnover : Clearly defined roles eliminate the element of confusion from the equation, promoting a sense of job security and reducing employee turnover

A good roles and responsibilities template should have the following characteristics:

• Clear structure : The template should be easy to follow and have clear sections discussing various aspects of a job role, from responsibilities to hierarchical presets
• Progress monitoring : Many top templates offer options to track employees’ progress , making the document useful for evaluation exercises
• Customization features : Since the job profile may change due to expansion or restructuring events, the template should have room for effortless section updates
• Accessibility : Relevant teammates, like performance evaluators and team leaders, should be able to access the document
• Collaborative support: The template should allow for contributions from different project heads, especially if the job entails duties overarching several departments

10 Roles and Responsibilities Templates to Use in 2024

We’ve checked out dozens of roles and responsibilities templates and selected the top 10 options that can be applied to a variety of modern roles. Let’s get right to it! 🤩

The success of any project depends on organization—there should be a clear outline of who does what, how, and when. The ClickUp Project Management Roles and Responsibilities Template helps you create a concise yet comprehensive summary of every employee’s involvement in a project and ensure maximum transparency.

The template’s charm lies in its versatility —it can be used for all niches, from developing AI software to manufacturing Barbie dolls. 💗

Its carefully created sections help you define roles, assign responsibilities, and plan projects. You start with a general Project Name section outlining your project’s goals and objectives .

Some noteworthy project-friendly sections include:

• Meet the Team : This is where you’ll mention the people involved in the project and discuss their responsibilities. You can be as detailed as you want—there’s no maximum character limit to worry about!
• Project Timeline : Break down the work into smaller, easier-to-manage chunks (tasks), set targets, and represent them on a timeline 
• Budget and Resources : Estimate how much every activity will cost and leave room to present actual overheads. You can compare the two for proper resource allocation in the future

Attach the template to tasks and create a centralized repository of project info for your team. You can use this template as an external doc —share it with your stakeholders and partners to inform them about your latest projects, introduce them to your team, and keep them in the loop about updates.

Defining the responsibilities of every individual in your team isn’t enough—you need to outline how different roles interplay with each other and explain every employee’s level of access and permissions.

Do this with the ClickUp Roles and Permission Matrix Template and ensure efficient teamwork and top-notch communication that flows in the right direction. 🌊

The template ensures every team member knows who they report to and prevents mix-ups by setting a transparent hierarchical chain of command. It offers two List views (Internal Tasks and External Tasks) and a Board view (Department Tasks).

The Internal Tasks view defines tasks alongside the internal roles necessary for approval-based workflows . Provide info about the department (such as Sales, Operations, or Marketing) and put a checkmark below the roles involved in a task. Determine the person in charge and leave additional comments in the Remarks field. The External Tasks view is similar to the previous one, only in this case, the focus is on external roles like wholesalers, freelancers, and retailers.

The Department Tasks view is a Kanban board where tasks from the previous views are displayed as cards and grouped by the department in charge (such as Marketing, HR, or Customer Service ). Use it to visualize team workloads.

The template offers multiple job roles by default, such as CEO, vice president, team leader, and head of HR, but you can update the database to align with your company’s structure.

Implementing security protocols is a critical part of protecting an organization’s digital assets, but it can be tiring to define employee access levels. The ClickUp Role-Based Access Control Matrix Template simplifies the process of assigning suitable access controls.

The template is designed keeping the role-based access control (RBAC) approach in mind. You can define each employee’s level of access to sensitive information to prevent security breaches and improve data-backed decision-making processes.

This template mainly helps set these protocols with the help of three views .

The most handy view is the Access Control Matrix view . This is where you define items specific to your line of work and customize the access levels for each. ClickUp provides seven access control levels:

Choose what each user role can do with specific items by selecting one or more access control levels from the dropdown list.

The other two views (External Users and Internal Users view) let you see tasks grouped according to the role type. Customize the roles based on your organization’s hierarchy.

A responsibility assignment matrix (RAM) is a project management chart that outlines the roles of all people involved in an initiative. The ClickUp Responsibility Assignment Matrix Template sets you up with a readymade chart that helps visualize how each staff member contributes to a project.

This is a Whiteboard template. For the uninitiated, ClickUp Whiteboards are highly customizable digital tools ideal for visualizing ideas, brainstorming, and working with your team in real time, regardless of your location.

This template gives you a Whiteboard with an expert-crafted matrix . Its columns represent different processes, while the rows showcase individual employees. Just download the free template and rename the names of columns and rows according to your needs.

Add a visual flair to your RAM with the help of emojis. By default, ClickUp offers four emojis to describe who’s:

• Responsible ⚒️
• Accountable 🦾
• Consulted 💼

Once completed, the visual grid becomes a common source of identifying key personnel and communication exercises.

You guessed it—the ClickUp RACI Matrix Template is based on the RACI ( Responsible, Accountable, Consulted, and Informed ) matrix. Fundamentally, it is similar in spirit to the previous template we discussed. But this one has a more intricate design to support task monitoring.

Using the RACI template is fairly simple, even if you’re new to the RACI philosophy. We recommend starting from the Matrix view —this is where you’ll assign team roles for the four RACI elements. Edit job roles to match your company’s structure.

The template offers different view configurations to monitor the tasks. For example, the Project Status view is ideal for setting realistic deadlines and monitoring the progress of each task. You can create and assign tasks for each role and add status attributes like Blocked, Complete, In Progress, Internal Review, and To Do.

The Project Team view is more appropriate for tracking individual task assignments. The Project Leadership view gives your team members a quick insight into who’s responsible for a particular task or subtask. As for the External Resource view, it compiles all external assets you need to deliver your work.

The DACI model is a decision-making framework based on assigning specific roles to team members to accelerate and streamline processes and avoid confusion. ‘DACI’ is an acronym for Driver, Approver, Contributor, and Informed . The ClickUp DACI Model Template follows this framework to the T.

Its multiple views let you assign the right labels to your team and map out the line of accountability. Start with the DACI List view to add tasks to team members, define a priority status, and the decision-making stage. Other hands-on views include:

• Priorities view : For defining which tasks should be completed first. You can add notes for additional explanations or valuable tips
• DACI Board view : This is a Kanban board displaying tasks from the DACI List view as cards. It sorts task cards based on the decision-making stage (such as Background , Data Gathering , and Alternatives ). Change the sorting criteria by pressing the Group By button at the top-right corner of the screen
• Board view : This Kanban board sorts tasks based on their status, which can be Not Started , In Progress , and Complete

Like other ClickUp templates, this one is 100% customizable —tailor your Custom Fields , add new views, and edit sections to ensure your DACI exercise aligns with your business.

If you love RACI layouts for defining team roles, we have another stellar option for you! The ClickUp RACI Planning Template can be your go-to for providing role clarity, visualizing and improving processes , and identifying the people responsible for completing tasks, giving advice, or making decisions.

This is a Doc template and doesn’t come with multiple views, but that doesn’t make it any less valuable. It’s an ideal tool for leaders who want to create a single-source visual outline of project activities and user roles. Since it’s based on the RACI approach, you categorize users based on the following categories:

• Responsible : This is the task owner, the person responsible for the completion
• Accountable : For users expected to participate in core decision-making
• Consulted : Use this classification for users who offer input but don’t participate in decision-making. They won’t be responsible for the project’s completion or success
• Informed : This is for users who stay up-to-date regarding the project’s progress but don’t typically participate in decision-making

This template offers a table with job positions and project activities . Determine the role of every person involved in the project by placing R, A, C, or I in the corresponding field. Color-code the fields for easier distinction and share the table with your team to keep everyone on the same page.

For most businesses, standard operating procedures (SOPs) are the treasure maps to success. 🪙

The ClickUp Job Responsibility SOP Template lets you create a detailed role-based SOP . It can contain instructions on how to complete different tasks, maintain quality work, and be efficient. The template ensures your employees adopt a standardized approach to their job, minimizing the risk of errors.

The SOP template offers premade sections with industry-standard texts to define SOPs loud and clear. Fill out the purpose, scope, and procedure sections and add extra resources at the bottom of the doc (if necessary).

If you’re new to writing SOPs, follow the template’s built-in guide to proceed. You can easily outline delegation chains and include communication precursors that you expect to be followed.

To make your SOP more action-oriented, tweak the template’s purpose section and use it as a statement of work (SOW) . Define the SOW further by adding project scope, objectives, timelines, and project deliverables and explaining who does what and when.

Have an open position to fill? The Microsoft Word Job Description Template by Betterteam helps you describe the position in detail through an organized structure.

You have four sections— Reports To, Job Overview, Responsibilities and Duties, and Qualifications . Every section comes with guidelines on what to write and how. For example, in the Qualifications part, the template instructs you to include bullet points like education level, experience, or specific skills you’re looking for to attract suitable candidates.

The template’s Microsoft Word format makes it 100% customizable . Add extra sections, change fonts, and adjust the template to match your company’s branding.

Shine clarity on job positions within your company and facilitate role transparency with the Microsoft Word Job Roles and Responsibilities Template by Template.net.

The template provides the perfect framework for creating job ads —it defines the job title, position type, department, and chain of command. The meat of the template focuses on nailing a detailed job description. This is where you include every piece of info about the job that will help you attract the right candidates.

The roles and responsibilities document template is available in Microsoft Word and Google Docs format , so you can choose the one you prefer. While it may not boast advanced collaboration and visualization options, the template is ideal for those who want a solution with no bells and whistles. 🔔

You can tweak its sections to get the desired results. For example, include a section about special skills the job requires, be it holding a specific certificate or speaking a foreign language.

Build Your Perfect Team With These Roles and Responsibilities Templates

Perfect teams are not assembled randomly—they’re put together with care.

Without defined employee roles and responsibilities, your company is like a ship at sea with no compass and a deck full of untrained sailors. No matter how hard they try, the ship will never reach its destination. ⛴️

Use our listed templates to provide direction to your team and make the most of their skills. Explore 1,000+ other templates in ClickUp’s library and find tools to support various business processes in a jiff!

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How to Write an Effective Job Description

A job description is a useful, plain-language tool that explains the tasks, duties, function and responsibilities of a position. It details who performs a specific type of work, how that work is to be completed, and the frequency and the purpose of the work as it relates to the organization's mission and goals. Job descriptions are used for a variety of reasons, such as determining salary levels, conducting performance reviews, clarifying missions, establishing titles and pay grades, and creating reasonable accommodation controls, and as a tool for recruiting. Job descriptions are useful in career planning, offering training exercises and establishing legal requirements for compliance purposes. A job description gives an employee a clear and concise resource to be used as a guide for job performance. Likewise, a supervisor can use a job description as a measuring tool to ensure that the employee is meeting job expectations.

Step 1: Perform a Job Analysis

This process of gathering, examining and interpreting data about the job's tasks will supply accurate information about the job so that an organization can perform efficiently. Performing a job analysis includes the following steps:

• Interviewing employees to find out exactly what tasks are being performed.
• Observing how tasks are performed.
• Having employees fill out questionnaires or worksheets.
• Collecting data on jobs from other resources such as salary surveys and the Occupational Outlook Handbook .

The results should be documented and reviewed by the employee who is currently in the position—and his or her supervisor—for any changes regarding the knowledge, skills, abilities, physical characteristics, environmental factors and credentials/experience of the position:

• Knowledge —comprehension of a body of information acquired by experience or study.
• Skill —a present, observable competence to perform a learned activity.
• Ability —competence to perform an observable behavior or a behavior that results in an observable product.
• Physical characteristics —the physical attributes an employee must have to perform the job duties with or without a reasonable accommodation.
• Environmental factors —working conditions (inside or outside the office).
• Credentials/experience —the minimum level of education, experience and certifications acceptable for the position.

Step 2: Establish the Essential Functions

Once the performance standard for a particular job has been made, essential functions of the position must be defined. This will provide a better avenue for evaluating Americans with Disabilities Act (ADA) accommodation requests. Defining the essential functions encompasses the following steps:

• Ensure that the tasks as part of the job function are truly necessary or a requirement to perform the job.
• Determine the frequency at which the task is performed or how much time is spent performing a task.
• Determine the consequences of not performing the function and whether this would be detrimental to the employer's operation or result in severe consequences.
• Determine if the tasks can be redesigned or performed in another manner.
• Determine if the tasks can be reassigned to another employee.

Once the essential functions are defined, the employer can make a determination as to whether the functions are essential or marginal. The use of the term "essential function" should be part of the job description, and it should explicitly state how an individual is to perform the job. This will provide future guidance as to whether the job can be performed with or without an accommodation.

Step 3: Organize the Data Concisely

The structure of the job description may vary from company to company; however, all the job descriptions within an organization should be standardized so that they have the same appearance.

The following topics should be included:

• Job title —name of the position.
• Classification —exempt or nonexempt under the Fair Labor Standards Act (FLSA).
• Salary grade/level/family/range —compensation levels, groups or pay ranges into which jobs of the same or similar worth are placed, including minimum and maximum pay bands. 
• Reports to —title of the position this job reports to.
• Date —date when the job description was written or last reviewed.
• Summary/objective —summary and overall objectives of the job.
• Essential functions —essential functions, including how an individual is to perform them and the frequency with which the tasks are performed; the tasks must be part of the job function and truly necessary or required to perform the job.
• Competency —knowledge, skills and abilities.
• Supervisory responsibilities —direct reports, if any, and the level of supervision.
• Work environment —the work environment; temperature, noise level, inside or outside, or other factors that will affect the person's working conditions while performing the job.
• Physical demands —the physical demands of the job, including bending, sitting, lifting and driving.
• Position type and expected hours of work —full time or part time, typical work hours and shifts, days of week, and whether overtime is expected.
• Travel —percentage of travel time expected for the position, where the travel occurs, such as locally or in specific countries or states, and whether the travel is overnight.
• Required education and experience —education and experience based on requirements that are job-related and consistent with business necessity.
• Preferred education and experience —preferred education and experience based on requirements that are job-related and consistent with business necessity.
• Additional eligibility qualifications —additional requirements such as certifications, industry-specific experience and the experience working with certain equipment.
• Affirmative action plan/equal employment opportunity (AAP/EEO) statement —clause(s) that outlines federal contractor requirements and practices and/or equal employer opportunity statement.
• Other duties —disclaimer, see Step 4.

Step 4: Add the Disclaimer

It is a good idea to add a statement that indicates that the job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee. Duties, responsibilities and activities may change or new ones may be assigned at any time with or without notice.

Step 5: Add the Signature Lines

Signatures are an important part of validating the job description. They show that the job description has been approved and that the employee understands the requirements, essential functions and duties of the position. Signatures should include those of the supervisor and of the employee.

Step 6: Finalize

A draft of the job description should be presented to upper management and the position supervisor for review and approval. A draft allows a chance to review, add or subtract any detail before the final job description is approved.

The final job descriptions should be kept in a secure location, and copies should be used for job postings, interviews, accommodation requests, compensation reviews and performance appraisals. Employers may also wish to post them on their intranet.

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Roles and responsibilities: Why defining them is important

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What are roles and responsibilities?

The benefits of defining roles and responsibilities at your organization

How do i start defining roles and responsibilities at my organization, what is a role, and how do you define them in your organization, how to assign a role for your organization, team, or next project, how to define a role’s responsibilities, how to write an effective job description, the essential components of a job description and free job description template, the job description template: an example.

Defining roles and responsibilities doesn’t just help you find the right person for the job. It also improves employee experience and supports the efficiency of your organization.

Let’s take a look at why it’s so important for employees to understand their roles and responsibilities.

What are job roles and responsibilities?

Every role has key responsibilities that fit with that position. It’s important to understand the meaning of the terms when considering the importance of roles and responsibilities. This will ensure that everyone can perform their job efficiently.

Job responsibilities refer to the duties and tasks of their particular roles. This is sometimes referred to as the job description. Roles, however, refer to a person’s position on a team.

The individual roles that make up a team vary depending on the organization or business. Let’s take the role of a customer service representative as an example.

The duties and responsibilities of a customer service representative are to:

• communicate with customers via phone, email, and social media
• respond promptly to customers’ complaints and questions
• give customers information about products and services
• process orders, forms, applications, and requests
• maintain a positive and professional attitude toward customers

From a customer service representative to the CEO, each person at an organization plays a role.

The running of any business depends on everyone understanding their roles and responsibilities. By understanding their duties, they can perform their assigned tasks efficiently.

All members of the team should fulfill their responsibilities to the best of their abilities for teamwork to be effective . This is true for both in-person and virtual teams .

To summarize, your role is your job title, and your responsibilities are your job description.

Clearly defining roles and responsibilities can help your organization in more ways than one. From boosting operational efficiency to improving your hiring process, let's look at some benefits.

Improve your hiring process and empower staff

It's important that both internal and external candidates understand a role's responsibilities. This way, you can give your entire team and hiring process a boost.

Candidates will have more precise expectations of the role and what success looks like in it. At the same time, your broader team will understand why new hires are on board, reducing friction . 

Defining roles and responsibilities also boosts transparency. It gives team members in a new role a clearly defined path from day one.

Waste less of your organization’s time and money

With well-defined responsibilities, the organization spends less of its resources ironing out redundancies. It also lessens the likelihood of interpersonal conflict . 

It can also help combat the challenges of working from home because remote employees will clearly understand what they are supposed to do.

It's just as important for supervisory and reporting chains to be well-defined. This way, the organization will experience less drain on its human resource management . In turn, this makes operational efficiency less of a lift and more of a natural output for all.

Roles and responsibilities should be defined before hiring or looking internally to fill a role. How can you find the right person for the job? And how can talent find the right opportunity if you can’t say what the purpose of the role is? 

Begin by asking the question: What issue has this position been created to address?

Do you have a product or service? Do you have waiting customers? Do you need to be able to serve your customers efficiently and effectively ? 

Maybe you need to get more customers and different types of customers. Or maybe you need different types of products.

If yours is a longstanding organization, you may be looking to ensure that you are running a tight ship. It’s tempting to just cut and paste existing roles. But it’s worthwhile to reconsider whether the issues and needs of the organization have changed.

However, your company might be a new venture. In this case, the initial definition of roles and their key responsibilities within a clear chain of command is an opportunity. 

You should invest time upfront to get better clarity on what issues are most important to address. This will help you decide what type of person is most needed.

Naturally, the issues may change every six months. But the effort to define responsibilities will help set expectations. It will also improve the likelihood of success.

The first step is to determine what tasks are necessary to put your product or service into a customer’s hands. Also, consider how those tasks are most logically grouped for individual employees’ undertakings. 

This is the process of deriving and defining roles from responsibilities.

There are several different business roles within an organization. And each role is critical to the overall success and operations of the company. Remember that there are no great one-person organizational roles: everyone plays a part.

But before you can assign roles, you need to define them. Here’s how to specify your organization’s roles:

Understand what work needs to get done

An organizational role is defined by its function within a larger team. This is true whether they are officially part of a team or not. The team is defined by its function within the larger organization. 

But to define any role in your organization, first start by analyzing the employee’s tasks. These are the tasks that any single employee is responsible for to achieve the organization’s end goal . This goal is the service of customers. This is true on both a profit-driven or non-profit basis.

For example, the Acme Widget Company may require the completion of the following tasks to service a customer effectively:

• Phone answering 
• Order processing
• Customer relations
• Product and delivery complaint response 

All of these tasks can logically be provided by a single person undertaking the role of a customer service representative.

Understand how each role fits into your broader team(s)

The list of tasks in the previous section is an example of a set of tasks defining a specific role. Once those tasks are assigned to that organizational role, they then constitute the responsibilities of the role. 

Let's consider a member of a customer service team reporting to a customer service manager. In this case, the role of customer service representative exists only within its team structure.

The point of the role is to facilitate communications between the customer and the organization. They also help with inter-departmental communication within the organization itself. 

A customer service representative cannot stand alone on a stage and get anything done.

Once the role is defined, the challenge lies in properly assigning it to an individual employee or prospect. This is an area where responsibilities drive the decision-making process. 

Once the role is defined, the first consideration is what are the personal characteristics required to fulfill it. 

Let's return to the customer service representative example above. Some characteristics needed for this role are: 

• Patience 
• Communication skills  
• Problem-solving  

These soft skills are essential for a customer service role. For example, the skill of placating an irate customer shouting over the phone is vital for your customer retention.

Plus, the ability to remain calm and analytical, to refuse to be shaken from problem-solving mode, is useful. This is true whether the employee is dealing with an irate customer or a challenging colleague . This means these skills are also crucial for integrating within the team.

Beyond that, the next point of consideration is the candidate’s past experience and resume. 

Has the candidate done this sort of job before? 

Does the role require an essential hard skill, such as Python 2.7 programming? 

Does the candidate have a particular past success that might demonstrate that he or she is a great fit for the role? But maybe past job titles don’t seem to indicate a perfect match? 

This is often “first screen” material. Hiring managers will want to take it a step further in the interview process. This can be through an external or internal review. 

For example, what are the candidate’s strengths and weaknesses? This is a stock interview question . But it can be used for more substantive purposes than it often is. 

The key point to draw from a candidate is whether there is some aspect to their personality or work habits that is at odds with the overarching professional goal of the position. 

For example, a customer service representative shouldn’t be: 

• Thin-skinned 
• Quick to anger
• Defensive 

They should be able to regulate their emotions well.

Consider whether the candidate will simply be a good addition to the team. Will they make the team better? This isn’t about “fit” so much as whether the person will find challenge and satisfaction working with the team. They should also bring complementary in-demand skills and perspectives the team needs. 

For internal candidates, is there a history of unproductive friction with other colleagues? Friction and dissent can be good things . But it depends on the individual’s maturity in handling the inevitable disagreements or tensions around alternative perspectives or approaches. 

Ask the candidate directly about a time when a teammate proposed an idea or plan that contradicted their own. Listen to their language to draw out whether: 

• They felt anger or resentment — my idea has to win .
• They saw it as an opportunity to work together — what does he see that I don’t ? 

Look for chemistry with existing team members but don’t over-index on “fit.” This can lead to homogenous teams that underperform. 

More generally, does the candidate bring something to the table that the existing team lacks? 

Does the candidate fill a gap? Or is there an issue of redundancy of skill-set? 

Is the candidate going to be able to persuade other team members they have a solution to a problem as the new kid on the block? 

In other words, a candidate’s weaknesses and strengths should be drawn out through historical example questioning. This will reveal the answers to some or all of these questions. 

A stock question that candidates often ask in interviews is, “What issue has my position been created to address?”

This is a question the organization should already have asked of itself. It should again ask the candidate: “What have you done in the past to address this issue that we have?” 

It is also worth noting that roles need not be permanent. A one-time or intermittent project may involve roles assumed by multiple people. Or it might involve multiple roles assumed by a single person. 

The analysis remains the same. 

It is often useful to utilize a RACI matrix to match tasks with roles and to assign responsibilities.

Personalized development unlocks the potential of the workforce you hire.

Before defining responsibilities, you first need a thorough understanding of your organization's needs. You should also have a clear understanding of the characteristics needed by the right candidate.

The next step in this process is to break down the role's discrete tasks, or responsibilities. This will help you form the role's description.

Job or role descriptions should be specific. They should include the task itself. But they should also include the required parameters of the task and the best way of accomplishing it.

By being explicit, you give candidates a sense of their work scope and how you’ll measure performance .

Explain skills and tasks required to fulfill the role successfully 

For example, an architectural firm might require interior as well as exterior or structural design. The responsibility section for an “interior design” role might read: 

• In-house and on-site communications and meetings with clients. Meetings can take place during regular and weekend business hours.
• Using AutoCAD, BIM/Revit software. Software is to be used for the design and development of interior finishes, concepts, and themes.
• Preparation of construction documents for interiors and architectural components. Prepare presentations for client review and sales. 
• Development of solutions to technical, design, and fixture delivery problems following established standards and codes. 

The tasks outlined above are discrete and exhibit the combination of soft and hard skills required. It gives candidates a clear understanding of their expected day-to-day responsibilities.

A few words on time-framing

Deadlines and time-frames are always important considerations in any responsibility definition as well. 

Ensure that the employee taking on the role has a clear understanding of the time considerations involved. They must understand the need to communicate deadline issues to their reporting manager.

Example: 

• Ensure that all projects are delivered on time, within scope, and within budget.
• Strong written and verbal communication skills. Professional confidence to effectively engage and interact with senior and executive management.

Make sure to include reporting structure, if applicable 

For internal candidates, it’s important to note any reporting requirements. Also include any supervisory responsibilities that may be relevant.

Communicating reporting requirements helps to minimize confusion and friction over chain-of-command issues. It ensures team members are all on the same page from the beginning. 

If not assigning the role to an existing employee, the next step is to take all the above information and craft it into a job description.

Here are some best practices that will help you compose effective job descriptions. 

1. Format for easy reading

Format job descriptions for easy reading and scanning, and use bullet points whenever possible. Break down responsibilities and qualifications into single lines. This way, candidates can easily scan when the description is posted online.

2. Be specific about required skills or knowledge

Call out any specific software or other required skills for the role. Also, include the specific educational and certificate credentials required. Make sure to mention the necessary experience needed for a candidate to perform this role successfully.

3. Be realistic about potential candidates 

It may be tempting to require that all candidates have a Ph.D. in a related discipline. Or that they must have director-level managerial experience at a Fortune 500 company . 

But be sure not to “over-qualify” the position. If you do, you run the risk of good candidates not applying for the job due to an over-ambitious job description.

To help you craft the perfect job description, we’ve compiled every essential element you’ll need to include. We've also included a definition and example for each element to help you get started. 

Once you understand all the necessary components, use the free template below as a starting point for your descriptions.

This may speak for itself, as in the customer service representative or the interior design examples above. 

However, you may be adapting an internal position for an external, public posting. In this case, be sure not to provide a job title that is pure jargon or overly “fluffy” or vague. Make sure that the job title conveys the nature of the job to outside candidates.

Example: Sales Team Project Manager

Description 

The description is a one or two-sentence “thesis” of the position. It should capture the essential purpose and function of the role. This is especially useful if the job title itself is on the vague side.

Example: The Sales Team Project Manager will be responsible for the planning, procurement, and end-to-end execution of all projects for our Sales Department.

If the job title is something like “customer service representative,” a description may be less necessary. That is unless there is something specifically unique about this job.

Responsibilities

The list of responsibilities is the meat of the job description and should already be drafted. Refine it and bullet it to make it easier to read. Break apart multi-step responsibility descriptions into separate line items that are scannable. 

• Assist in the definition of project scope and objectives. Involve all relevant stakeholders and ensure technical feasibility
• Ensure resource availability and allocation
• Develop a detailed project plan to monitor and track progress

Qualifications required

The qualifications required may not be something that has been considered until this point. What has been committed to paper thus far is what needs to be done and how many people are required to do it.

• BA/BS degree or equivalent work experience
• Minimum of five years of related industry experience in highly complex operating environments. Experience must include managing moderately-sized projects from start to finish
• You have a proven track record of on-time and high-quality project delivery

Reporting structure (for internal postings)

This section is not relevant to external job postings. However, for a position posted to internal candidates, a lot of trouble further down the line can be avoided. For example, it gives an interested internal employee the advanced opportunity to say, “No way am I going to work for Dave!” 

It also ensures applicants have a clear understanding of who they will report to and who will report to them. They can better understand how the role is essential to the broader team’s success.

Example: Role reports to the Director of Sales

Location, salary, benefits

Many job postings don’t include this information. This is especially true if the position is within an industry in which market rates are well-known. Or if it’s an executive position for which compensation will be a point of serious negotiation.

But for external candidates, in particular, salary information can be crucial. Your position may provide excellent employee benefits that other similar positions don’t. This way, you can attract better candidates.

For non-executive job-seekers, a posting with no salary or benefit information is easily glossed over and ignored.

Job title: Senior Technical Writer

Job description: ACME Documentation Services is a specialist in military documentation publication. We are seeking a creative but analytical problem-solver. They must simply and effectively communicate complex design, manufacturing, and equipment operational workflows.

Responsibilities:

• Interview SMEs for manufacturing and operational knowledge-gathering 
• Function within a project team. Provide services in support of technical manual and courseware development
• Create documentation and technical illustrations. Use CAD, Adobe Illustrator, Arbor Text Pro, XML editors, and web-based development applications 
• Communicate with SMEs, team members, and client representatives. Determine revision requirements and publication approval

Qualifications:

• Software proficiency described above
• Familiarity with Military Documentation Standards (MIL-STD-40051 and MIL_HDBK-1222C) 
• Familiarity with TRADOC Regulation 350-70 for training development
• Bachelor’s degree or equivalent experience 5+ years of Technical Writing
• US Citizenship, ability to pass a background check 

Location/salary/benefits: This position is located in our Sterling Heights, MI office. We offer a generous vacation and health benefits package. We also offer a retirement matching program, life insurance, and paid holidays. Salary commensurate with experience.

How to use the job description template

A completed job description template such as this is tailored for external positing. If your position is internal, you can include more specific supervisory information. You can also insert more specific salary or grade information.

A copy should be inserted into the personnel file of the employee hired for the role for future appraisal purposes. This is in the case that the question of responsibility allocation arises within the team at a later date. 

Put your roles and responsibilities knowledge into practice

Remember, a role is less of a label. It is instead descriptive of what someone does within an organization or project. It defines their relationship with other employees or customers. 

A responsibility is a specific task that someone in a job or project role is accountable for. It is what they do on a day-to-day basis. 

Organizations that clearly define roles and responsibilities can simplify their hiring processes. It can empower their people to do better and be more focused at work . It also helps boost operational efficiency by reducing confusion and redundancies.

Need help defining the roles and responsibilities at your organization? At BetterUp, we transform performance and growth for people, teams, and organizations where it matters most.  Request a demo to find out more .

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Discover how our coaches can help define roles and responsibilities to boost your team's performance.

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How To Describe Your Current Job Duties (With Examples)

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Find a Job You Really Want In

Summary. When answering “describe your current job duties” you should match your qualifications to the new job’s duties, focus on how you create value for the company, and provide examples in your answer. Avoid giving too much detail about your current responsibilities and mentioning anything you don’t do.

When the interviewer asks “tell me about your current job duties?” it should be an easy answer since you do it every day, right?

It can be tricky to know where exactly to start, what to focus on, and how to put it in terms that make sense to someone who isn’t totally familiar with your field or role.

We’ll cover exactly what interviewers are looking for in an answer, how to approach your job description, and a few sample answers to see all of our advice in action.

Key Takeaways:

They aren’t trying to give you a trick question, so take a deep breath.

Interviewers ask this because they want to know more about you how and how your skills apply to their needs.

Preparing for this answer can help ease the stress of an interview a little bit more.

How to Answer “Describe Your Current Job Duties”

Example answers to “describe your current job duties”, why interviewers ask about your current job, tips to answer “describe your current job duties”, common mistakes when describing job duties, describing your current job duties faq, final thoughts.

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This is a common interview question that interviewers ask to see if you are qualified for the position or not.

In general, don’t worry about convincing the interviewer that you were truthful on your resume. If you can address the other two main concerns with details and examples, it won’t be an issue.

As with many things in life, preparation is crucial . Consider the following principles when preparing an answer, and you’ll likely impress:

Match your qualifications to the new job’s duties. Before you walk into the interview room, make sure you remember the key responsibilities from the job posting.

When asked to describe your current duties, don’t simply list them off. Identify which are relevant to their needs and prioritize explaining those.

Understanding how companies create job listings can give you insight into the major qualities they’re seeking.

If the role lists excellent management skills as a requirement, then mention events you’ve planned or teams you’ve managed.

Focus on how you create value for the company. When mentioning your skills or job responsibilities, always include how they’ve brought actual value to the company.

For example, if you’re a software engineer , don’t say, “at my job, I write programs in Java and Python. Instead, say, “I leverage my extensive Java experience to develop solutions that increase efficiency, reduce costs, and fulfill business requirements for my company.

Be conversational rather than giving a list. The interviewer doesn’t want to hear a list of bullet points; they could review your resume for that.

This doesn’t mean you should tell a winding story that wastes time, just to be conversational.

Don’t be too granular in detail. Depending on the company, the interviewer may be a human-resources manager with only a basic understanding of the job title.

Giving off a long list of your skills and duties will likely just confuse and distract from what they’re looking to hear.

For example, suppose the job requires knowledge of specific software tools. Only list those tools specifically or ones you think may be related. Otherwise, your words pass as jargon through the interviewer’s ears.

Note: It’s essential to understand if the company culture is a fit for you , but ask that question later. Don’t try to explain how you match their culture in your answer here.

When reading through these examples, take note of how the main principles are used:

Focus on value

Match your duties to the job

Be conversational rather than making a list

Don’t be too granular in detail

Web Developer Example:

Sample key skills in job listing: Excellent troubleshooting skills Improvement-oriented attitude Ability to work well with others “As a web developer , I maintain the company’s website to function properly for all users and clients. Employees report to me with any issues on the website, and I use my programming skills to resolve them quickly. I am continually analyzing user feedback and website performance to provide regular updates and upgrades. I am also extremely communicative and easy to collaborate with. I work closely with our creative team to ensure my back-end design matches well with their front-end design.

Administrative Support Example:

Sample key skills in job listing: Strong office management skills Excellent verbal communication skills in dealing with clients and assisting co-workers Data-entry and ability to maintain detailed records “As administrative support for the company’s VP, I efficiently organize their schedule so they can effectively steer the team. I do this by maintaining detailed records, paying close attention to events they need to attend, and clearly communicating any time conflicts with them. I also assist client and co-worker calls in a clear and friendly manner. I saw that data entry was an important skill you’re looking for. I’m extremely experienced in Microsoft Excel and use my skills to create concise reports that summarize important metrics to my manager.”

Marketing Coordinator Example:

Sample key skills in job listing: Social media competency Understands how to build brand awareness Strong research skills to build targeted campaigns “As a marketing coordinator , I’ve used my skills to build a strong online presence that has expanded brand awareness among the company’s target audience. I did this by researching the trends and interests of our target audiences. I also studied marketing strategies from competing firms to refine our edge. I then incorporated this into a social media advertising campaign that successfully reached the target audience and increased our conversion rates by 30% over four months.”

Sales Representative Example:

Sample key skills in job listing: Exceptional interpersonal skills Highly self-motivated Ability to meet and exceed sales quotas “As a sales representative , I’ve used my interpersonal skills to drive high volumes of yearly sales for my company. On a day-to-day basis, I communicate with clients in a friendly and conversational manner. I listen closely to their needs and use my knowledge of our products to steer them towards a correct purchase. I’ve been able to exceed sales quotas by 20% consistently. I attribute this to my drive to work hard and continuously hone my skills.”

High School Teacher Example:

Sample key skills in job listing: Excellent communication skills and a friendly personality Experience and knowledge in the subject area of the class Able to connect with students, keep them engaged in learning, and personalize lessons “As a teacher , I’ve used my passion and experience to create welcoming learning environments that kids really engage with. My students have told me personally that they have tons of fun learning in my class. I’ve seen drastic improvements in test scores and class engagement since I first started. I do this by taking the time to understand every student’s needs and making an effort to create fun assignments and learning materials. In addition, I have a diploma in mathematics and several years of tutoring the subject.”

Construction Supervisor Example:

Sample key skills in job listing: Knowledge of all types of tools and the ability to operate machinery Able to interact with subcontractors and customers with respect Demonstratable skill in organizing a team “As a construction supervisor , I oversee a team of six that operates in residential construction. I listen closely to customers to understand their requirements and then communicate these effectively to my immediate team and our subcontractors. I listen closely to any issues my team has and frequently operate all types of tools myself to help get the job done. By efficiently scheduling and organizing my team according to their strengths and weakness, we have never missed a deadline and have always exceeded customer requirements.”

Notice how each major element of the job listing was incorporated conversationally in each of the above answers.

They did this through examples of actual results, which showed how they provided value.

For example, “ability to meet and exceed sales quotas” is answered by “I’ve been able to exceed sales quotas by 20%.”

Interviewers could simply read your job duties from your resume or, even easier, Google your job-description. So why do they bother asking you to describe your duties?

It’s not a trick question, but there are a few key things they want to hear. Learn what these are, and you’ll be at an advantage before you’ve stepped into the room.

When recruiters ask you to describe your job duties, they really want to know:

Whether you’ve lied on your resume . It’s easy for people to add jargon and fluff to a resume . This unravels when they’re asked to explain in conversation.

What actual value you can provide. Resumes tell interviewers your skills and tasks, but they want to hear about results.

Whether your skills transfer to their needs. This one seems obvious, but interviewees often list off impressive skills that the interviewer simply doesn’t care about.

There’s a specific set of duties they’re looking to fill. You may be a skilled candidate , but you won’t get hired if those skills aren’t a close enough match.

There are plenty of other reasons interviewers ask this question, like getting a glimpse into your personality. However, these are the main ones.

Think about how you help people. This tip works just as well for casual conversation as it does for a job interview. Reframing your job duties in a way that describes how you make people’s lives easier or better is incredibly valuable (not to mention personally reaffirming).

Research your interviewer. This tip matters for every interview question , but especially for ones that get at the heart of your job responsibilities. As we’ve mentioned a few times now, an HR rep should get a different answer than someone who’s intimately familiar with your field and job responsibilities.

Use numbers. Numbers help contextualize your job duties for interviewers. For example, saying that you manage a team of six, respond to 20 client queries each day, and are on pace to increase store traffic by 13% year-over-year sounds a lot better than saying you’re a store manager who handles customer service and is responsible for increasing footfall.

Giving a laundry list. Interviewers already know the basic duties associated with various job titles. Part of what you’re being judged on is your ability to distill your job duties down to their most important elements, as you understand them.

Getting too detailed. The level of detail you get into with this question (and many others) depends on what the interviewer’s job is. If they’d be a direct supervisor , then you can get into the nitty-gritty, but it’s better to keep things simple with an HR rep.

Mentioning what you don’t do. Keep your answer entirely positive and focus on the set of duties you are responsible for. We know the urge to proactively cover up for a lack of experience, but there’s really no benefit to drawing the interviewer’s attention to a gap in your experience.

How do you answer what you do in your current role?

When answering questions about your current role, focus on the tasks and responsibilities that you do that match the job description. This shows the interviewer that you have the experience and qualifications necessary for the position. You should also list your accomplishments to help support your qualifications.

How do you describe your skills and experience?

When describing your experience and skills, make sure you use strong words and action words. When using action words in a resume you should choose the correct phrase that helps enhance your skill set and experiences. Make sure you are using the present tense when describing your responsibilities at a current job and past tense for previous jobs.

What are professional skills?

Professional skills are the abilities that you use in a workplace or professional environment that help you do the job. These can be a combination of hard skills and soft skills. Most professional skills are transferable skills and can be used in different jobs.

Interview preparation involves many other things , but now you know how to answer one of the most common and dreaded questions at least.

Your dream job may not have been listed above, but just keep in mind the four main principles and use our examples to guide you along. You’ll be sure to impress.

Prepare hard and good luck!

Harvard.edu – Resume Guide

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Chris Kolmar is a co-founder of Zippia and the editor-in-chief of the Zippia career advice blog. He has hired over 50 people in his career, been hired five times, and wants to help you land your next job. His research has been featured on the New York Times, Thrillist, VOX, The Atlantic, and a host of local news. More recently, he's been quoted on USA Today, BusinessInsider, and CNBC.

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• 4 ways to establish roles and responsib ...

4 ways to establish roles and responsibilities for team success

It’s challenging to stick to a project plan without clear roles and responsibilities. When you define team roles, you can help teammates collaborate and work through projects more efficiently. In this guide, we’ll explain how to establish roles and responsibilities and why doing so will benefit your team.

You know that chaotic feeling of managing a project where roles and responsibilities are unclear? As one team member moves forward with the design, another moves forward with content. Both team members write the copy included in the images, assuming this is part of their role. Because of the miscommunication and duplicated work, the copy takes longer to deliver and you must delay the project.

In this guide, we’ll explain how to establish roles and responsibilities and why doing so will benefit your team.

1. Determine what needs to get done

You can use the following steps when identifying roles and responsibilities at both the organizational and project level. The first step when defining team roles is to determine the various tasks that need to get done. Some questions you can ask to identify these tasks include:

Were past projects completed successfully?

If not, what could have been done better?

What tasks are still on your team’s to-do list?

What tasks does each team member complete daily?

Are these tasks part of each team member’s job description?

When you know how much work needs to get done, you can delegate tasks accordingly.

2. Identify gaps in responsibilities

While this step is most relevant when defining roles at the organizational level, you may also have gaps in responsibilities when working on projects.

After creating your to-do list , compare and contrast these tasks with what team members are doing. This comparison will help you identify any gaps in responsibilities. These gaps may occur unintentionally if team members’ original job description is unclear or if they get pulled into other tasks by others.

When you identify gaps in responsibilities, these gaps become your starting point for team realignment. You can then move team members back to their intended roles and figure out who should take over any additional tasks they were handling.

3. Clarify roles using a RACI matrix

A RACI matrix is a great tool for clarifying team member roles. RACI stands for responsible, accountable, consulted, and informed. You can set up a RACI matrix—or a table—with your tasks on the Y-axis and your team members on the X-axis. 

Assign one of the four RACI letters to each task and team member. This makes it easy for team members to know what their specific role is for each task. 

The legend below explains in greater detail what team roles work best with each letter of the RACI chart.

R = Responsible . This person performs the work. There should only ever be one Responsible per task, so everyone on the team knows who to go with for questions and updates.

A = Accountable . This person is responsible for approving the work and will likely be a manager.

C = Consulted . This person should give input on the work. This could be a team member or someone on another team.

I = Informed . This person should be informed of the progress and the outcome of the work, but they don’t give input on the work as it’s being performed. 

Additional tips for the RACI matrix: 

There should only ever be one Responsible per task ( R ) so team members know who is in charge of the work. If a task has more than one Responsible, team members can easily become confused.

While only one person should be accountable for each task ( A ), that same person can also be Responsible for the task ( AR ). 

It’s also important to limit the number of people you inform, as this can make your project unnecessarily complex ( keep I’s low ).

You can use a RACI matrix to set clear expectations for your team members and as a reference when executing projects. 

4. Get feedback from team members

Asking team members for candid feedback after you complete your RACI matrix can encourage team collaboration and provide insight into whether the roles you’ve assigned seem functional.

When your team members can voice their opinions, you create healthy team dynamics in the workplace by facilitating communication.

You can ask for feedback in several ways, such as: 

Hold a team meeting and ask, “Does anyone have an opinion on the team roles I’ve assigned?”

Schedule 1:1 meetings, so team members have a safe space to voice concerns.

Put out an anonymous survey so team members can share their honest responses.

When to clarify roles and responsibilities

There are roles and responsibilities at the organizational and the project level. As project manager, your job is to define both for your team at different times. Creating a solid team structure at the organizational level is crucial and should be addressed first if you’re noticing gaps in this area. 

For example, if a writer on your team is handling a lot of the project planning, it may be time to refocus their priorities and tasks. If a designer is responding to emails all day, realign your team structure so they have more heads-down time to create. 

Once your team knows their roles and responsibilities at the organizational level, you can approach each project individually. A designer may have general duties for their job role, but for a specific project, they may also be responsible for sending designs back and forth. 

The benefits of establishing roles and responsibilities

When you establish roles and responsibilities, you create a team structure that’s built to last. Team performance will improve when individuals feel confident in the duties they’re assigned.

When team members have individual roles, the team also benefits in other ways, including:

Increased productivity: You’ll notice an increase in productivity when you assign key responsibilities to each team member. When team members have clarity about their roles and responsibilities, they can prioritize the right work and get their most high-impact work done.

Improve hiring process: When you clarify job responsibilities for different roles, you make it easier for hiring managers to meet team needs when searching for new hires. Without a clear list of responsibilities, it may be difficult for recruiters to explain job roles to candidates.

Boost team morale: When there’s a lack of clarity in what your team members should do, they may feel unsure of their skills. Defining roles and responsibilities can boost team morale because everyone will have a task to accomplish. You can also align team members to work on tasks that complement their natural abilities so they feel confident in what they’re doing each day. 

More efficient resources: Your organization will waste less time and money when team members perform the correct job roles. As seen in the example above, two team members who didn’t know their job responsibilities on a project doubled up on work. This duplicate work wasted valuable project time, and as a result, it also wasted money. The more efficient your team is, the leaner the budget and timeline will be. 

With clear and concrete team roles, your team members should feel confident and motivated to achieve their responsibilities. 

Examples of roles and responsibilities

Every role has key responsibilities that fit with that position. When aligned correctly, team members should know their role and only be responsible for tasks that fit under their job role. Take a look at some common roles and the responsibilities these roles may have.

Role: Project manager

Responsibilities: 

Plan and develop the project

Create and lead the team

Monitor and share project progress

Role: Visual designer

Responsibilities:

Produce consistent visual work

Keep team members up to date with project milestones

Create direction for projects and guiding team members

Role: Content writer

Research and write copy

Communicate with designers and managers on progress

Revise copy after receiving feedback from clients

These responsibilities may change based on the organizational culture , work environment, and abilities of each individual team member. You can make your own job responsibilities template that includes more detail such as who the team member reports to and requirements of the role.

Build a strong project team with clear communication and structure

As team leader, it’s your job to prepare your team members for every project. The best way to create a strong team structure is through open communication. With team communication software, you can meet deadlines and reach team goals by making sure everyone knows their roles and responsibilities, when tasks are due, and where work stands.

Related resources

How to find alignment on AI

How to scale your creative and content production with Asana

Smooth product launches are simpler than you think

Fix these common onboarding challenges to boost productivity

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Define ‘Other Duties’ in Your Job Postings

Updated: May 21, 2018

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Purposely Vague

• Complete other duties at the discretion of management
• Perform all other duties assigned by supervisor or manager
• Perform other duties as assigned by store team leader
• Perform appropriate duties as assigned by management
• Other duties may be assigned
• Perform all other duties and tasks as assigned
• Other duties as assigned from time to time

Providing More Insight

• Perform other job-related duties as assigned
• Perform related duties as assigned, within your scope of practice
• Other duties as assigned such as data collection and entry

Telling It Like It Is

• All employees who work in the department cover for each other during vacation or if someone is out sick. This means you may have to occasionally take on tasks outside the normal scope of your job.
• Although your job involves working on the assembly line, sometimes you may be required to pack items for shipping. This doesn’t happen often but if we have a backlog of orders that have to go out, it’s all hands on deck.
• You will primarily work as a cashier at the front of the store. However, you may be asked to do other things on occasion, like bring in shopping carts.

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What Is the Importance of Establishing & Assigning Responsibilities for Project Team Members?

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Goals of a Team Leader

Leadership styles in production management, characteristics of a high-performance team.

• Team Effectiveness & Increased Productivity
• How to Motivate a Team With Good Leadership Qualities

When team leaders assess the scope and feasibility of the project, a primary consideration is the strength of each team member. From these strengths, leaders assign roles and responsibilities. Because a project requires that multiple task be completed, it's critical that team members assigned to each leg of the product are qualified not only to do the work, but to manage the process.

Assigning tasks to team members correctly will help make sure your projects succeed, and stay on time and on budget.

Project Efficiency Improves

Assigning responsibilities for project team members boosts efficiency. Having a clear understanding of project roles allows the leader to develop a timeline. Such a chart lists who is in charge of which task and when the specific portion of the project is expected to reach completion. If responsibilities are not assigned, the outcome of project tasks becomes unclear, vague and often incomplete.

Villanova University recommends creating key project team components using an executive sponsor, project manager, analyst and individual team members.

Assigning roles also enables members to get a better idea of which members are working on closely related tasks. Members can review the to-do list, see which member is completing the assignment and issue follow-up feedback and questions if necessary. Essentially, delegating tasks allows for the creation of a project blueprint.

Project Productivity Improves

Productivity is enhanced when the responsibilities assigned closely align with the team member’s strengths, explains MyManagementGuide . For instance, record-keeping jobs may align best with the team member assigned with all tasks related to accounting. Boosted productivity only arises when all members agree with the responsibilities assigned to them. They must also know how to achieve the tasks assigned.

Some team members might have very good technical skills in a specific area, but that doesn't mean they can communicate ideas to other team members, or lead other team members to get work on time. That's why management generalists with less technical knowledge often make the best team leaders.

Morale is Improved

Issuing responsibilities to team members gives each person a sense of ownership; they become invested in the project’s outcome, thereby increasing their efforts to create a quality product. Without assigning roles, members grow disinterested, detached and possibly territorial over parts of the project. Team leaders should recognize the successful completion of tasks to boost morale as well.

This is achieved by praising the worker in front of others and making an ordeal of crossing off their work from the project’s to-do list. Leaders must also ensure the work is evenly distributed by dividing work among team members fairly. This helps reduce resentment and creating stress for some workers while generating boredom for others.

Considerations

Team leaders may be effective at assigning tasks to employees but still encounter problems. Difficulties may arise from mediating personality clashes, disciplining apathetic workers and working with a limited budget. Task managers can reduce these barriers by holding routine meetings, conducting check-ups of each member and reporting to higher-ups about the project’s progress.

• Villanova University: Project Team Roles and Responsibilities
• MyManagementGuide: Project Team Organization

Related Articles

How to write a work charter, how to build or develop independent organizational work teams, the advantages of working in groups in the workplace, strengths & weaknesses for using projects for assessment, techniques of coordination in an organization, five ways to improve teamwork in the workplace, what is a task leader, the advantages of project teams, project-based organizational structure, most popular.

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Assignment Editor Job Description

Assignment editor duties & responsibilities.

To write an effective assignment editor job description, begin by listing detailed duties, responsibilities and expectations. We have included assignment editor job description templates that you can modify and use.

Sample responsibilities for this position include:

Assignment Editor Qualifications

Qualifications for a job description may include education, certification, and experience.

Education for Assignment Editor

Typically a job would require a certain level of education.

Employers hiring for the assignment editor job most commonly would prefer for their future employee to have a relevant degree such as Bachelor's and Collage Degree in Journalism, Communications, Broadcast Journalism, Education, Associates, Social Media, Television, Broadcasting, Communication, Computer

Skills for Assignment Editor

Desired skills for assignment editor include:

Desired experience for assignment editor includes:

Assignment Editor Examples

• Microsoft Word (.docx) .DOCX
• PDF Document (.pdf) .PDF
• Image File (.png) .PNG
• The editor will be responsible for assigning and editing stories and running the news team for the first few hours on the 6 am shift
• The editor will work close with colleagues on the video team to develop cross-platform packages
• The editor will also report and write stories, either breaking news or features, usually in the second half of the day but sometimes during an early-morning news crunch
• Open the NY breaking news desk at 6 am daily, assigning, editing and as needed writing stories to keep the site competitive and distinctive in its news coverage
• Guide the development of stories from start to finish
• Edit stories sharply and cleanly, ensuring they meet the overall editorial direction set for the site
• Help reporters frame stories and focus reporting as needed
• Write breaking news and feature stories
• Conceptualize, create, develop, manage and edit content focused on a user-driven strategy that understands the nuances of packaging content for the web, mobile web, social and apps
• Achieve established editorial goals and deadlines and ensure others do the same
• Previous experience utilizing ENPS/OPUS news production software or similar software
• Digital content skills in website and social platforms
• Minimum of 2 years experience working as an assignment editor
• Must be willing and able to work flexible hours , under tight deadline pressure, occasionally with little or no warning
• Must be willing to work at WNJU headquarters in Ft
• Have at least three years experience in digital journalism
• Develop and maintain relationships with editorial and creative talent own sources
• Receive and investigate news tips
• Support newscast Producers
• Responsible for listening to scanners
• Responsible for coordinating multiple field crews
• Bachelor’s Degree in journalism or communications background preferred
• 2 years experience in a top 50 market newsroom
• Knowledge of the San Diego area a plus
• Responsibilities include managing all aspects of daily news coverage, assigning and tracking news crews, monitoring breaking news and online resources, developing sources in law enforcement and local government generating story ideas
• Additional responsibilities include gathering news content for producers, editors, photographers, and managing editors, while working closely with other newsroom management
• Deep knowledge of the NY/NJ/CT market is a must
• Must be proficient on technology, PC/Mac softwares
• Flexible to work all hours including evenings and weekends
• Excellent communication skills and time management
• Strong working knowledge of the CNN Newsgathering system, including satellites, package production, and affiliate relationships
• Must be willing to work in the Houston area
• The ideal candidate must be able to learn new technology independently and quickly, and be proficient with the following digital (or similar) tools, including MS Office, WordPress, mobile push notifications, SMS texting, video publishing, AP style, Photoshop and basic HTML knowledge is a plus
• Utilize AP style, best web-production practices and story packaging
• Works with Bureau management to ensure that the Bureau is covering the day's news stories and manages resources to make it happen effectively
• Monitor a variety of sources, including wires and local news, and evaluate newsworthiness
• Assign producer, reporters and crews to cover news stories
• Ensure that stories make deadline/airtime making certain that reporters/producers are aware of and have all available elements
• Monitor Bureau costs and keep NewsDesk information updated with regards to using crews and editors most appropriately
• Work with show staffs and reporters on live shots and coverage of live events
• Pitch stories for various CNN networks and platforms
• Enterprise unique and compelling story ideas on a daily basis
• Must have experience listening to police scanners
• Minimum of two years of journalism experience
• Must have a commitment to journalistic standards of ethics and accuracy
• Minimum of one year of prior work experience on an assignment desk or in a newsroom
• Strong editorial judgement a must
• Familiar with Google applications
• Manage multiple field crews and live assets
• Interact with viewers, public information officers and media relations professionals
• Gather information about news as it develops and communicate it effectively and accurately to the news and production team
• Assign and coordinate the distribution of newsgathering equipment
• Assist with publishing content on FOX43.com and social media
• Represent FOX43 in a courteous manner and professional manner
• Assigning staff and resources for the production of news stories for CTV NEWS programs, CTV News Channel, DNS
• Suggests stories for daily coverage plans for future content working with the international bureaus, freelancers, stringers and collaborators
• Works under the direct supervision of the Executive Producer and the Sr
• Research and write stories for the CNN.com
• Web publishing and social media experience a plus
• Extensive knowledge of editorial standards, ethics, and media law Must have superior organizational skills
• Must be able to make decisions and take a leadership role
• Must have basic writing skills and be able to communicate written and verbally
• Must be able to apply the FOX 5 Filter to any and all stories
• Must be able to maintain a professional demeanor when dealing with people at the station and away from the station Must be able to represent the station in the community and at station events
• Coordinate coverage with managers, field crews, producers and on all digital platforms
• Reviews all news releases, monitors police and fire scanners, and monitors online news sources for story ideas
• Writes breaking news alerts and posts
• Produces original content (text and visual) for digital, mobile and social platforms including Q13FOX.com, Facebook, Twitter, Instagram
• Reviews all news releases, monitors police and fire scanners, and monitors online news sources for for story ideas
• Use data to know the market and what types of stories resonates with WFMY News 2’s audiences
• Spearhead coverage of a breaking/developing news story both editorially and logistically
• Closely work with correspondents and producers in gathering story elements for use on all platforms
• Identify principal elements of a story, which includes characters, witnesses, documents, UGC and publically accessible materials
• Build and maintain a network with our affiliates & News Channel counterparts
• Ability to exercise good news judgement that will result in enterprise content for NewsFix
• Prior television assignment desk exposure is a requisite, along with a strong and accurate writing resume
• Knowledge of the Houston metro area is a must
• Hours will include a flexible schedule during weekdays, with the possibility of weekend availability if needed
• Minimum 1 year experience working in a leadership role in a newsroom environment
• Must understand the basic setup of Satellite and TVU technology

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What Does an Assignment Editor Do?

Learn About the Salary, Required Skills, & More

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• Assignment Editor Duties & Responsibilities

Assignment Editor Salary

• Education, Training, & Certification
• Assignment Editor Skills & Competencies

Job Outlook

Work environment, work schedule, comparing similar jobs.

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An assignment editor works at the assignment desk, which is the nerve center of any newsroom. This is where newsroom staff members monitor multiple sources for breaking news, including police and fire scanners. When possible news arises, the assignment editor works with reporters, photographers, producers, and other staff members to assign and develop story ideas.

Small companies sometimes have one assignment editor who is responsible for organizing the assignment desk to operate around the clock. In larger newsrooms, there may be a team of assignment editors that take turns staffing the desk.

Assignment Editor Duties & Responsibilities

The job generally requires the ability to perform the following duties:

• Monitor multiple sources for possible news stories
• Develop and propose a daily news coverage plan
• Lead newsroom staff meetings to review possible stories and assignments
• Help choose which journalists, photographers, and other staff members are assigned to cover stories
• Stay on top of all stories to ensure they're developing as planned and determine which ones are not coming together
• Be the main point of communication between reporters, production teams, and executive staff on developing stories

It's up to the assignment editor to assign people to investigate and report on news stories. The assignment editor's day is sometimes spent shifting people and equipment around so that as many stories get covered as possible, with an eye out on how to handle breaking news coverage at any moment.

When working in television, an assignment editor may also work with the tv producer to decide which crews will take live trucks or a helicopter to broadcast live during a newscast. Also, a TV news anchor who is reviewing scripts just before airtime will often turn to the assignment editor to confirm facts.

An assignment editor's salary can vary depending on location, experience, and employer. The U.S. Bureau of Labor Statistics offers salary data for the broader editor category, but it doesn't offer separate data on the assignment editor subcategory:

• Median Annual Salary: $59,480 
• Top 10% Annual Salary: $114,460 
• Bottom 10% Annual Salary: $30,830  

Education, Training, & Certification

Most assignment editors have the same types of degrees as other editors and journalists in a newsroom.

• Education: Most employers prefer candidates that have at least a bachelor’s degree in communications, journalism, or English. 
• Experience: This is often key to getting this type of job, because experience is key to building a list of contacts and learning how to operate smoothly. Employers usually prefer candidates with a background in the type of media in which they specialize, whether it's television, digital, or print news.
• Training: Most training happens on the job. Aspiring assignment editors may want to find an internship position at a newsroom assignment desk.

Assignment Editor Skills & Competencies

To be successful in this role, you’ll generally need the following skills and qualities: 

• Editorial judgment: Assignment editors need to be able to quickly decide whether a story is newsworthy. And although they aren't usually writing the stories themselves, they need to know all of the components of a good news story to guide reporters on coverage.
• Interpersonal skills: Successful assignment editors form relationships with many contacts that can help bring a story together. For example, someone in this role at a local TV news station may have all the county sheriffs' home telephone numbers on speed-dial and be on a first-name basis with the current and previous mayors.
• Organizational skills: An assignment editor must be able to organize the logistics and track the details of several stories at a time and keep everything on schedule.
• Communication skills: An assignment editor must skillfully communicate with all of the staff involved in making news stories come together, including reporters, photographers, production teams, and executive staff.

The U.S. Bureau of Labor Statistics projects that employment in this field will grow 6 percent through 2026, which is slightly slower than the overall employment growth of 7 percent for all occupations in the country. The BLS it doesn't offer separate data on the assignment editor subcategory.

Most of this job is done in an office working under several tight deadlines at once. Those who thrive on pressure and get an adrenaline rush when something unexpected happens may be best suited for this occupation.

An assignment editor usually arrives in the newsroom earlier than the other managers to get a handle on what's happening that day to brief the newsroom. Most assignment editors work full time, and many work long hours, which include evenings and weekends.

People who are interested in becoming assignment editors may also consider other careers with these median salaries: 

• Writers and authors: $61,820
• Reporters, correspondents, and broadcast news analysts: $40,910
• Desktop publishers: $42,350

Source: U.S. Bureau of Labor Statistics , 2017

How to Get the Job

Build a Contact List

Making a list of contacts is the best place to start for a budding assignment editor. That involves making personal connections with people so that you can turn to them when you need information.

Join a Professional Association

The American Media Institute offers  a list of professional associations you can join. Which one you choose may depend on your specialty or medium (websites or television, for instance). This will help you build your contact list and stay up to date on the latest tools and techniques in the industry.

Search job sites that specialize in media careers, such as MediaBistro and iHire Broadcasting .

Cloud Infrastructure Software Engineer

Job Description:

At Bank of America, we are guided by a common purpose to help make financial lives better through the power of every connection. Responsible Growth is how we run our company and how we deliver for our clients, teammates, communities and shareholders every day.

One of the keys to driving Responsible Growth is being a great place to work for our teammates around the world. We’re devoted to being a diverse and inclusive workplace for everyone. We hire individuals with a broad range of backgrounds and experiences and invest heavily in our teammates and their families by offering competitive benefits to support their physical, emotional, and financial well-being.

Bank of America believes both in the importance of working together and offering flexibility to our employees. We use a multi-faceted approach for flexibility, depending on the various roles in our organization.

Working at Bank of America will give you a great career with opportunities to learn, grow and make an impact, along with the power to make a difference. Join us!

Job Description: This job is responsible for developing and delivering complex requirements to accomplish business goals. Key responsibilities of the job include ensuring that software is developed to meet functional, non-functional and compliance requirements, coding solutions, unit testing, and ensuring the solution can be integrated successfully into the overall application/system with clear, robust, and well-tested interfaces. Job expectations include an awareness of development and testing practices in the industry.

Position Summary:

Seeking a Cloud Infrastructure Software Engineer that has familiarity with Terraform as well as other CI/CD automation tools with specific knowledge on integrating those tools into the team's Cloud Automation Portfolio.

This job is responsible for developing and delivering complex requirements to accomplish business goals. Key responsibilities of the job include ensuring that software is developed to meet functional, non-functional and compliance requirements, coding solutions, unit testing, and ensuring the solution can be integrated successfully into the overall application/system with clear, robust, and well-tested interfaces. Job expectations include an awareness of development and testing practices in the industry.

Job Responsibilities:

• Provide development and engineering acumen in support of Terraform Enterprise, Linux Operations, Cloud).
• Perform spike/proof of concept as necessary to mitigate risk or implement new ideas.
• Assist team with resolving technical complexities involved in realizing story work.
• Contribute to existing test suites (integration, regression, performance), analyze test reports, identify any test issues/errors, and triage the underlying cause.
• Document and communicate required information for deployment, maintenance, support, and business functionality.
• Participate, contribute, and can coach team members in the delivery/release (CI-CD) events. e.g. branching timelines, pull requests, issue triage, merge/conflict resolution, release notes.
• Manage stakeholders with respect to process level activities.
• Be able to articulate complex technical requirements in a lucid manner and is relevant to business use cases.
• Perform research and gather relevant information to define stakeholders' business problem(s).
• Adopt a pragmatic approach and think smart to come up with relevant techniques for business challenges.
• Ability to work cross-functionally, and across borders to effectively execute the goals.
• Partner with technical teams to implement developed solutions/applications in production environment.​
• Code solutions and unit test to deliver a requirement/story per the defined acceptance criteria and compliance requirements.
• Utilize multiple architectural components (across data, application, business) in design and development of client requirements.
• Performs Continuous Integration and Continuous Development (CI-CD) activities.
• Contributes to story refinement and definition of requirements.
• Participates in estimating work necessary to realize a story/requirement through the delivery lifecycle.

Required Qualifications:

• 5-7 years of IT experience
• Experience with Terraform Enterprise Administration and Operations
• Expertise in Site Reliability Engineering Integration with a focus on Linux and Terraform
• Proficiency with Platform Monitoring Tools such as Dynatrace, Grafana, Prometheus, and Splunk
• Experience with Cloud Monitoring Integration across Azure, AWS, and GCP
• Strong background in Linux Administration
• Familiarity with Container Platforms including Docker, Kubernetes, and OpenShift
• Knowledge of CI/CD Tools such as GitHub, Jenkins, and Artifactory
• Experience with Horizon Tools including Ansible, Jira, Confluence, and Bitbucket
• Proficiency in ITSM/Remedy and/or ServiceNow

Desired Qualifications:

• Bachelor’s degree in computer science or a related field, or equivalent working experience
• Self-motivated and results-oriented leader with excellent analytical, problem-solving, interpersonal, presentation, and communication skills
• Ability to operate in a fast-paced environment with multiple concurrent priorities
• Experience in building large-scale distributed enterprise platforms with a focus on performance, scale, security, and reliability
• Must be a strong communicator
• Application Development
• Collaboration
• DevOps Practices
• Result Orientation
• Solution Delivery Process
• Analytical Thinking
• Test Engineering

Hours Per Week:

Weekly Schedule:

Referral Bonus Amount:

Hours Per Week: 

Learn more about this role

JR-24021666

Manages People: No

Travel: Yes, 5% of the time

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Scientific Research and Communications Specialist

How to apply.

A cover letter is required for consideration for this position and should be attached as the first page of your resume. The cover letter should address your specific interest in the position and outline skills and experience that directly relate to this position.

Please note that this position is term-limited through August 31, 2026, with the potential for appointment extension.

A trained scientist is sought for scientific communications and non-bench research to support the strategic initiatives of the Life Sciences Institute (LSI).  You will jointly report to the LSI Director (75%), and the LSI Director of Communications (25%).  Responsibilities will be varied and include conducting research to support strategic planning and goals for the LSI, including expansion of funding opportunities and partnership development with external entities (foundations, industry); assistive oversight, coordination, writing and editing of grant proposals; and research and writing to support the Director's activities and responsibilities. You will also assist with press releases, articles, annual reports, and other items for the needs of the LSI Communications unit. 

Mission Statement

The Life Sciences Institute explores biological processes, structures, and functions at the finest scale to create impact on a global scale. With a diverse community of inquisitive minds and exceptional tools, we are a catalyst for breakthrough discoveries.

Responsibilities*

Support for LSI Director's Strategic Initiatives and Research - 75%

• Under the direction of the LSI Director and with varied partners, research and present funding and collaborative opportunities for institute researchers 
• Ensure accuracy and quality in reporting information; remain current on technologies, research projects, methods of data collection, and operating procedures
• Use both qualitative and quantitative research methods to gather data (benchmarking against peers, institute success metrics, campus information on research proposals)
• Determine which opportunities match focus areas based on institute strategic efforts and collaborate with partners to define scope and goals for selected opportunities
• Support (including coordinating, writing, editing, defining partners, drafting letters of support) center proposals, instrumentation proposals, and interdisciplinary strategic proposals   aligned with the institute's research and training priorities
• Manage project resources, document sharing process and make adjustments and improvements to project delivery to address constraints 
• Provide status reports on research, proposals and projects to LSI Director and partners 
• Ensure that all projects are delivered on-time and within scope; provide lessons learned and recommend improvements to LSI leadership
• Participate and support strategic planning activities to advance the LSI's initiatives, including drafting agendas and minutes, and preparing materials for discussion
• Partner with the LSI's Development team on strategies to increase foundation and industry funding and deepen relationships and engagement with external entities

Support for the LSI Communications Unit - 25%

• Under the direction of the Director of LSI Communications, conduct literature reviews on topics relevant to LSI research and training activities
• Analyze research and summarize information into coherent and insightful narratives
• Ensure the accurate preparation of documents for manuscript submission, including reviewing abstract and publication manuscripts before submission to journal and serving as main contact for different manuscript submission platforms
• Collaborate with teams, including designers, editors, and subject matter experts, to create comprehensive and visually appealing content
• Stay informed about current life sciences research, trends and national funding to keep LSI leadership informed of relevant news and events
• Adapt writing style to suit different target audiences, including academics, policymakers, and the general public
• Solicit feedback and make revisions to enhance the quality of written materials

Required Qualifications*

• Master's degree in a basic sciences field
• Broad training in the life sciences
• Demonstrated knowledge and command of effective communication principles and exceptional verbal and written communication skills
• Independent non-bench research experience
• Ability to work autonomously on multiple projects with deadlines
• Excellent interpersonal skills and experience working collaboratively with partners (students, faculty, staff, donors, alumni, internal and external communities)
• Proficiency with computer technology including the MS suite and Adobe programs, Google Suite, and website and social media platforms

Desired Qualifications*

• Ph.D. in a basic sciences field
• Minimum 2 years experience of postdoctoral training in a laboratory
• Minimum 2 years experience of advanced grant writing experience
• Portfolio of independent scholarship/writing/publication

Additional Information

You will have a work location at the Life Sciences Institute on the University of Michigan, Ann Arbor, Michigan campus.  Under current institute policy, a hybrid schedule of on-site and remote work is allowable, subject to business needs requiring on-site presence.

Benefits at the University of Michigan

In addition to a career filled with purpose and opportunity, The University of Michigan offers a comprehensive benefits package to help you stay well, protect yourself and your family and plan for a secure future. Benefits include:

• Generous time off
• A retirement plan that provides two-for-one matching contributions with immediate vesting
• Many choices for comprehensive health insurance
• Life insurance
• Long-term disability coverage
• Flexible spending accounts for healthcare and dependent care expenses

Background Screening

The University of Michigan conducts background checks on all job candidates upon acceptance of a contingent offer and may use a third party administrator to conduct background checks.  Background checks are performed in compliance with the Fair Credit Reporting Act.

Application Deadline

Job openings are posted for a minimum of seven calendar days.  The review and selection process may begin as early as the eighth day after posting. This opening may be removed from posting boards and filled anytime after the minimum posting period has ended.

U-M EEO/AA Statement

The University of Michigan is an equal opportunity/affirmative action employer.

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Regional Strategic Planning Specialist

Advertised on behalf of.

Panama, PANAMA

Type of Contract :

FTA International

Starting Date :

Application deadline :.

24-Jun-24 (Midnight New York, USA)

Post Level :

Duration of initial contract :, time left :, languages required :.

English   Spanish  

Expected Duration of Assignment :

UNDP is committed to achieving workforce diversity in terms of gender, nationality and culture. Individuals from minority groups, indigenous groups and persons with disabilities are equally encouraged to apply. All applications will be treated with the strictest confidence. UNDP does not tolerate sexual exploitation and abuse, any kind of harassment, including sexual harassment, and discrimination. All selected candidates will, therefore, undergo rigorous reference and background checks.

UN Women, grounded in the vision of equality enshrined in the Charter of the United Nations, works for the elimination of discrimination against women and girls; the empowerment of women; and the achievement of equality between women and men as partners and beneficiaries of development, human rights, humanitarian action and peace and security.

UN Women has placed emphasis on improving its strategic planning and managing for results by applying the Results-BasedManagement (RBM) throughout all the work of UN Women. This requires dedicated efforts to strengthen results culture in the organization. In order for UN Women to communicate impact stories on women and girls at the corporate level with aggregated results and financial data across all the countries and regions, strategic planning with strong emphasis on results management is pre-requisite to facilitate systematic and effective results monitoring and reporting during the implementation.

In the Americas & Caribbean Region, UN Women has a Regional Office based in Panama City, 10 Country Offices, one Multi Country Office and programmatic presence in 5 countries throughout the region. In addition, the Regional Office provides support to the governments, civil society, and UN system as a nonresident agency in countries with no UN Women presence.

The goal of UN Women´s presence in the region is to support the achievement of gender equality, women´s empowerment and the promotion and protection of women´s human rights.  Ending violence against women and girls has been identified by UN Women as a key primary focus area in the region.  UN Women is working to improve the quality of, and increase accessibility to, coordinated services and responses to violence against women.  UN Women works with partners to reach a shared understanding at the regional level on the range of services and responses required and the corresponding standards and/or guidelines for the provision of the services that are considered essential to meet the needs of women and girls subject to violence. In addition, UN Women actively participates and contributes to various UN inter-agency processes and collaborates with UN organizations around specific programme areas. 

Under the guidance and direct supervision of the Deputy Regional Director, the Regional Strategic Planning Specialist is responsible for leading the strategic planning work in their respective region. The Regional Strategic Planning Specialist provides strategic guidance and technical support to the RO and Country Offices (COs) to ensure high quality strategic planning documents at regional and country levels, ensuring the alignment with UN Women Strategic Plan and the corporate standard on RBM. They lead the preparation of the Strategic Note and workplan of the RO in close collaboration with RO colleagues and COs in the respective region. Regional Strategic Planning Specialist also provides guidance, technical support and quality assurance to Country Offices (COs) associated with the UN Sustainable Development Cooperation Frameworks (UNSDCFs), Strategic Notes and workplans from the strategic planning and RBM perspectives. They also contribute to HQ-led corporate level initiatives in the areas of Strategic Planning and RBM.

The Regional Strategic Planning Specialist works closely with the Regional Coordination Specialist, the Regional Monitoring & Reporting Specialist/Focal Point and the Regional Operation Manager, as well as the rest of RO colleagues and CO colleagues in the region. They also coordinate with other Regional Strategic Planning Specialists in other ROs to facilitate cross-regional learning and peer-to-peer support mechanism. In carrying out the functions, they coordinate and collaborate closely with relevant HQ Divisions and units, including the Strategy, Planning, Resources and Effectiveness Division (SPRED) and the Policy, Programme and Inter Governmental Division (PPID), in order to ensure the implementation of corporate policy, procedures, guidance and systems associated with the strategic planning and results management in their respective region.

Duties and Responsibilities

1. Provide strategic planning and RBM-related guidance and technical support to the UN Country Teams (UNCTs) and UN  Women COs in the region for development of UNSDCFs through the inter-agency regional mechanism, such as Peer  Support Group (PSG), in close collaboration with Regional Coordination Specialist

• Substantively support and contribute to the inter-agency strategic planning processes at the regional and country levels,by coordinating with PSG co-chairs and participating in PSG meetings and related activities related to strategic planning,RBM, monitoring and reporting.
• Review draft Roadmaps, Common Country Assessment (CCA) and UNSDCFs from the perspective of strategic planning,RBM and monitoring/reporting, in line with the guidance/standard from DCO, in close collaboration with RegionalCoordination Specialist.
• Provide additional technical support to UNCTs and Results Groups, upon request, in relation to UNSDCFs, joint work plans, RBM capacity development, monitoring and reporting.
• Provide guidance and technical support to UN Women COs in the areas of strategic planning, RBM, monitoring and reporting related to UNSDCFs, Joint Workplans and the UN Info platform, clarifying the alignment and linkage with UN Women Strategic Plan, Strategic Notes, workplans and UN Women Results Management System (RMS)

2. Provide strategic guidance, technical support and quality assurance to UN Women COs in the areas of strategic planning,  RBM and UN Women Result Management System (RMS)

• Provide guidance, technical support and quality assurance to UN Women Country Offices in the region to ensure the quality and timely submission and finalization of Strategic Notes, ensuring the full alignment with the respective UNSDCFs and in line with UN Women’s relevant corporate policies, procedures and guidance.
• Provide guidance, technical support and quality assurance to UN Women Country Offices in the region to ensure the quality and timely submission and finalization of workplans, in line with UN Women’s relevant corporate policies,procedures and guidance.
• Lead and manage the regional level review and appraisal process of workplans from COs, in collaboration with the relevant RO colleagues, to ensure quality in the region to facilitate the approval of those CO workplans by Regional Director.
• Provide guidance and support to COs to ensure amendments of Strategic Notes and workplans are completed in a timely manner in line with relevant corporate procedure, in coordination with HQ.
• Provide guidance, technical support and training to strengthen the capacity of COs in the areas of RBM in relation to strategic planning.
• Provide guidance and technical support, upon request, when a CO conducts Mid-Term Review (MTR) of their Strategic Note.
• Provide guidance and technical support to COs to ensure the effective use of RMS for the planning processes.

3. Lead and coordinate the strategic planning processes at the regional level

• Lead and manage the overall processes and coordinate within RO and with COs in the region to develop a new Strategic Note, ensuring the timely submission and quality in line with the relevant corporate policies, procedures and guidance.
• Lead the overall processes and coordinate within the RO to develop and finalize workplans of the RO, ensuring the timely submission and quality in line with the relevant corporate policies, procedures and guidance documents.
• Lead and manage the amendment process of Strategic Note and workplan of RO in line with relevant corporate procedure and in coordination with SPRED/SPU.
• Provide RBM-related guidance and technical support to RO personnel to improve strategic planning in RO.
• Provide guidance and technical support to personnel in the RO to ensure the effective use of RMS for RO’s planning  processes.
• Provide support to the Regional Operations Manager for matters relating to the Regional Quarterly Business Review (QBR), the Regional Risk Management process and the development of the regional Office Typology and physicalpresence setup.

4. Contribute to HQ-led corporate initiatives in the areas of Strategic Planning and RBM in close collaboration with HQ to  ensure the field perspectives and needs are reflected in those corporate initiatives

• Contribute to corporate level strategic planning exercises associated with UN Women Strategic Plan, including development of new Strategic Plan and Mid-Term Review of Strategic Plan.
• Contribute to development, revision and roll-out of relevant corporate policies, procedure and guidance in the areas of strategic planning and RBM.
• Contribute to development/revision of corporate RBM capacity development resources and tools in the areas of strategic planning.
• Contribute to development/enhancement of corporate systems in the areas of strategic planning and results management.

5. Oversee documentations in the areas of strategic planning and RBM within the Regional Office and contribute to audits  and evaluations

• Ensure Strategic Notes and workplans of RO and COs in the region are fully updated in the corporate systems and documented with amendments, ensuring the readiness for future audits and evaluations.
• Contribute to internal/external audits, corporate/regional evaluations, other assessment/reviews and reporting requirements, by providing necessary data, information and documents associated with UNSDCFs, Strategic Notes and workplans from the region. 

6. The incumbent performs other duties within their functional profile as deemed necessary for the efficient functioning of the Office and the Organization.

Supervisory/Managerial Responsibilities:  N/A 

Competencies

Core Values:

• Respect for Diversity
• Professionalism

Core Competencies:

• Awareness and Sensitivity Regarding Gender Issues
• Accountability
• Creative Problem Solving
• Effective Communication
• Inclusive Collaboration
• Stakeholder Engagement
• Leading by Example

Please visit this link for more information on UN Women’s Core Values and Competencies:

• https://www.unwomen.org/en/about-us/employment/application-process#_Values

FUNCTIONAL COMPETENCIES:

• Excellent knowledge of strategic planning and RBM
• Excellent knowledge of UN system and understanding of inter-agency strategic planning processes
• Excellent analytical skills
• Ability to promote and monitor inclusion of gender-specific results, indicators, targets and activities in various planning frameworks
• Ability to conceptualize and convey strategic vision.
• Ability to support others to strengthen their knowledge and skills in the areas of strategic planning

Required Skills and Experience

Education and Certification:

• Master’s degree or equivalent in development-related disciplines, Social Sciences, Political Science, Development Studies, Public Administration, Gender, or a related field is required.
• A first-level university degree in combination with two additional years of qualifying experience may be accepted in lieu of the advanced university degree.

Experience:

• At least 7 years of progressively responsible development experience that combines strategic and managerial leadership in development cooperation, international relations, public administration or a related field is required.
• At least 3 to 5 years of experience in Results-Based Management (RBM) and strategic planning, including managing and coordinating the development of strategy, multi-year planning documents, work plans, and/or programme documents at the country, regional and/or international levels is required.
• Experience in providing guidance and technical support for development of Theory of Change, results frameworks, logical frameworks and indicators for programmes/projects, to ensure the minimum standard of RBM is required.
• Experiences in inter-agency strategic planning work related to UNDAF/UNSDCFs at the country, regional or international level is required.
• Experience in developing RBM resources and tools is desirable.
• Experiences in conducting RBM training, as a trainer, to personnel and/or external partners to support results-based planning, monitoring and reporting is desirable.
• Experience in the use of computers, office software packages (MS Word, Excel, Power Point, etc.), spreadsheet and database packages is required.
• Experience in the use of a modern web-based results management system, is desirable
• Fluency in Spanish and English is required.
• Knowledge of Portuguese is desirable.
• Knowledge of another official UN language is desirable (French, Arabic, Chinese or Russian).

HOW TO APPLY:

Application:

All applications must include (as an attachment) the completed UN Women Personal History form (P-11) which can be downloaded from:  https://www.unwomen.org/sites/default/files/Headquarters/Attachments/Sections/About%20Us/Employment/UN-Women-P11-Personal-History-Form.doc . Kindly note that the system will only allow one attachment. Applications without the completed UN Women P-11 form will be treated as incomplete and will not be considered for further assessment.

Only short-listed qualified candidates will be contacted.

In July 2010, the United Nations General Assembly created UN Women, the United Nations Entity for Gender Equality and the Empowerment of Women. The creation of UN Women came about as part of the UN reform agenda, bringing together resources and mandates for greater impact. It merges and builds on the important work of four previously distinct parts of the UN system (DAW, OSAGI, INSTRAW and UNIFEM), which focused exclusively on gender equality and women's empowerment.

Diversity and inclusion:

At UN Women, we are committed to creating a diverse and inclusive environment of mutual respect. UN Women recruits, employs, trains, compensates, and promotes regardless of race, religion, color, sex, gender identity, sexual orientation, age, ability, national origin, or any other basis covered by appropriate law. All employment is decided on the basis of qualifications, competence, integrity and organizational need.

If you need any reasonable accommodation to support your participation in the recruitment and selection process, please include this information in your application.

UN Women has a zero-tolerance policy on conduct that is incompatible with the aims and objectives of the United Nations and UN Women, including sexual exploitation and abuse, sexual harassment, abuse of authority and discrimination. All selected candidates will be expected to adhere to UN Women’s policies and procedures and the standards of conduct expected of UN Women personnel and will therefore undergo rigorous reference and background checks. (Background checks will include the verification of academic credential(s) and employment history. Selected candidates may be required to provide additional information to conduct a background check.)

Additional Note:

In accordance with the UN Staff Regulation 4.5 (c) A fixed-term appointment does not carry any expectancy, legal or otherwise, of renewal or conversion, irrespective of the length of service. 

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RESEARCH ANALYST 1

Job ID:   47444 Job Category:   Policy, Planning & Research Division & Section:   Engineering & Construction Services, ECS Engineering Support Services Work Location: Metro Hall, 55 John Street, Toronto Job Type & Duration:   Full-time Hourly Rate and Wage Grade:   $43.58 - $47.75, TF0302, Wage Grade 13 Shift Information:   Mon - Fri, 35 hours per week Affiliation:   L79 Full-time Qualified List:   Candidate List will be established. For applicability and duration, see below. Number of Positions Open:   2 Posting Period:   03-June-2024 to 17-June-2024   

Major Responsibilities:

Reporting to the Supervisor of Contracts, Tenders & Payments, the Research Analyst 1 performs and assists in the tendering, awarding, execution and financial administration of design and construction related contracts and agreements for various City divisions and its agencies.

• Conducts research on topics involving collection of information such as procurement options available for client divisions and recovery methods for payments.
• Collects, analyzes, evaluates and interprets information/findings to develop recommendations for improvement to existing Departmental projects, policies and services and in the development of theories, concepts and objectives for new Departmental projects, policies and services.
• Provides policy analysis and research support on a broad range of economic, business and strategic infrastructure issues.
• Writes reports for Council based on research. Documents findings, supporting data, recommendations and theories. Prepares and co-ordinates briefs and summary reports.
• Prepares abstracts and summaries of studies using a range of analytical techniques such as statistical, economic and scientific.
• Provides research support to other Divisions and Departments, Councillors, task forces and committees by locating and providing information requested. Circulates data throughout Department/Division.
• Develops and sets up computer applications to store and retrieve data (e.g., census information, library catalogues).
• Maintains library e.g., research data, statistics, acts, books, periodicals, reference material and council minutes. Collects, purchases, indexes/catalogues and files material. Updates material using personal computer. Modifies/develops reference system.
• Attends meetings with staff; networks with other Departments/Divisions, different levels of government, libraries and community agencies. Participates in problem solving.

Key Qualifications:

Your application must describe your qualifications as they relate to:

• Post-secondary education in a related field and/or purchasing designation, Finance, Business Administration or an equivalent combination of education and experience.
• Considerable experience with contract administration support, such as preparations of nRFP, NCP, RFSQ, RFPs, RFQs, tenders, bid evaluations, contract awards and/or execution of contract agreements.
• Experience with project cost accounting, such as tracking progress payments and processing invoices.
• Considerable experience with complex procurement and financial systems (e.g SAP ARIBA).
• Considerable experience preparing memos, letters and/or reports to internal and external stakeholders using MS Office Suite (e.g Word and Excel).

You must also have:

• Ability to provide work direction and training to staff.
• Demonstrated ability to establish good working relationships with staff, management and various stakeholders.
• Highly developed interpersonal and conflict resolution skills.
• Well-developed written and oral communication skills with the ability to communicate at all organizational levels.
• Knowledge of competitive procurement process.
• Knowledge of municipal and interrelated government legislation, policies and procedures.
• Understanding of the Construction Act as it applies to this position, and of all applicable by- laws and Federal and Provincial Sales Tax Legislation.
• Ability to prepare and execute legal documents.

A Candidate List will be established and remain in effect for two (2) months after the posted opportunities have been filled. This list will be used to fill current and any additional temporary vacancies in the posted job that become available within the posted or a different location in the Engineering & Construction Services Division.

• To participate in a job competition process, all internal candidates must be compliant with the City's Mandatory Vaccination Polic y.
• All employees are invited to apply for this position. Priority consideration will be given to applicants with Local 79 seniority or aggregate service as of the job posting closing and job offer dates.
• Applicants are required to demonstrate in their resume that their qualifications match those specified in the job posting. Additional information submitted after the job posting closing date will not be accepted.
• Assessment may include an interview, written and/or practical test. Location of assessment to be determined.
• If selected for a temporary position, permanent Local 79 employees will retain their permanent status. At the end of the temporary assignment, Local 79 employees will return to their permanent base job classification.
• If selected for a temporary position, temporary and part-time employees will be reassigned to this temporary position.
• Work location reflects what is known at the time of posting.
• An employee's reporting relationship and/or work location may change due to operational reasons and in accordance with their Collective Agreement.
• Information on preparing for City job competitions is available on the Job Opportunities website .

Equity, Diversity and Inclusion

The City is an equal opportunity employer, dedicated to creating a workplace culture of inclusiveness that reflects the diverse residents that we serve. Learn more about the City’s commitment to  employment equity .

Accommodation

The City of Toronto is committed to creating an accessible and inclusive organization. We are committed to providing barrier-free and accessible employment practices in compliance with the Accessibility for Ontarians with Disabilities Act (AODA). Should you require Code-protected accommodation through any stage of the recruitment process, please make them known when contacted and we will work with you to meet your needs.  Disability-related accommodation during the application process is available upon request . Learn more about the City’s  Hiring Policies and Accommodation Process .

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Job Posting: Bridge Engineer

Department of Transportation

$6,175.00 - $11,567.00 per Month

Final Filing Date: 6/21/2024

Job Description and Duties

This is the entry, first working, and journey level of professional engineering work in Caltrans Bridge Design Offices. Under the direction of a  registered engineer, incumbents perform a wide variety of professional engineering work in either an office or field setting; as incumbents  progress in experience, they will be assigned more difficult work.

Works with Project Engineers, staff engineers and detailers in preparing plans and specifications for bridges and walls by performing  calculations, running analyses using bridge design software, and developing details in accordance with AASHTO LRFD Bridge Design  Specifications, Bridge Design Manuals, and other relevant guidance material.

Acts in the capacity of a Project Engineer on moderate-sized projects. This work involves communication with the District Project Manager,  district project engineers and designers, foundations engineers, and other functional units within the Department, as well as from external  organizations such as local transportation agencies and communities. (Requires PE license)

As part of your employment with DES there is a mandatory TE-Civil Professional Development Rotation Program that applies to all permanent  full-time TE-Civils hired after January 1, 2017. Temporary relocation more than 50 miles from your permanent unit may be necessary for  rotation assignments.

Candidates are required to review the Minimum Qualifications (MQs) for this classification. If you meet MQs under Pattern II and require the TE Civil in-person written hurdle exam, DO NOT TAKE the TE Civil online exam prior to passing the written hurdle. Candidates who take the TE Civil online exam prior to passing the written hurdle may negatively impact their hiring eligibility. Please contact the exam unit at [email protected] for additional information prior to taking the online examination. For clarification on the education requirement of the minimum qualifications, please reach out to the Human Resources Contact prior to taking the online Training and Experience Evaluation.  For a list of ABET accredited schools, please refer to this link: Find Programs | ABET .

Eligibility for hire may be determined by your score on the Transportation Engineer (Civil) exam. For those who do not have current eligibility (e.g., transfer, permissive reinstatement, or voluntary demotions) and/or who will be new to state civil services employment, you must be on the state examination list to be eligible for these positions. To apply for the exam, please click here and search by typing in the classification title.

The Human Resources Contact is available to answer questions regarding the application process. The Hiring Unit Contact is available to answer questions regarding the position.

Apply today to join our team! We especially encourage applicants to check out our Caltrans Career Compass tool! The Caltrans Career Compass is a tool to assist and help candidates understand and succeed in applying to Caltrans positions.

PARF# 59-5-001 / JC-434843

You will find additional information about the job in the Duty Statement .

Working Conditions

While at their base of operation, incumbent will work in a climate-controlled office under artificial lighting. As a statewide organization, DES adjusts to periods of fluctuating workload to successfully deliver projects. Incumbent will be required to travel and perform fieldwork and will be exposed to dirt, uneven surfaces, extreme temperatures, noise, vibration, and odor associated with fieldwork. May work around bulky/ heavy materials and equipment used in the vicinity of inspection areas. May also be exposed to the motoring public. DES employees may be given temporary assignments on DES projects throughout the State as workload demands.

The Caltrans Transportation Engineer (Civil) Rotation Program is a mandatory 24 month to 33 months rotation assignment for all permanent, full-time Transportation Engineer (Civil) employees that have completed their probationary period hired by Caltrans Districts after June 22, 2018, or an earlier date as determined by the Districts. The purpose of Rotation Program is to provide opportunities for employees and Caltrans to benefit by participating in a standardized process that systematically engages newly hired engineers. Participants will develop well-rounded project delivery knowledge, skills, and abilities by rotating through diverse project delivery functional units. The Rotation Program includes mandatory core assignments in Design and Construction units, as well as a mandatory elective assignment. Each rotation assignment is typically between 6 to 12 months and will be based on workload needs and the employee’s goals. Assignments may involve long term travel and can be located throughout the state.

In addition to the Caltrans Transportation Engineer (Civil) Rotation Program, an incumbent may be required to go on loan to another project delivery function when there are temporary or peak staffing needs in those areas.

This position may be eligible for telework. The amount of telework is at the discretion of the Department and based on Caltrans’s evolving telework policy. Caltrans supports telework, recognizing that in-person attendance may be required based on operational needs. Employees are expected to be able to report to their worksites with minimum notification if an urgent need arises. The selected candidate will be required to commute to the headquartered location as needed to meet operational needs. Business travel may be required, and reimbursement considers an employee’s designated headquartered location, primary residence, and may be subject to CalHR regulations or applicable bargaining unit contract provisions. All commute expenses to the headquartered location will be the responsibility of the selected candidate.

New to State candidates will be hired into the minimum salary of the classification or minimum of alternate range when applicable.

Minimum Requirements

• TRANSPORTATION ENGINEER (CIVIL)

Additional Documents

• Job Application Package Checklist
• Duty Statement

Position Details

Department information.

Caltrans Mission:  Provide a safe and reliable transportation network that serves all people and respects the environment.

Caltrans Vision:  A brighter future for all through a world-class transportation network.

The Caltrans workforce is made up of diverse and unique individuals who contribute to our organizational success. Caltrans is about celebrating diversity, valuing one another, and recognizing that Caltrans is strong not in spite of the diverse attributes of our workforce, but because of our diversity. 

Department Website:   www.dot.ca.gov  

Frequently Asked Questions for an Applicant:  http://dot.ca.gov/jobs/docs/faq-ct-applicants-081617.pdf Director’s EEO Policy :  https://dot.ca.gov/programs/equal-employment-opportunity

Director’s EEO Policy Statement:  https://dot.ca.gov/programs/equal-employment-opportunity

Special Requirements

• Possession of a valid driver’s license is required when operating a state owned or leased vehicle.

Appointment to Range D requires a valid Professional Engineering License (Civil) issued by the California Board of Registration for Professional Engineers. For all other ranges, a PE license is not required.

Statement of Qualifications (SOQ) is required. Failure to submit a Statement of Qualifications will disqualify candidates from the hiring process.

This position will be in Bridge Design BIM Specialty Branch. The incumbent needs to be familiar with at least one CADD or BIM software, must be able to demonstrate their working knowledge of the software.

Statement of Qualifications (SOQ) is a discussion of how an applicant's education, training, experience, and skills meet the criteria in the duty statement and qualify the applicant for the position. Please include a 1-2 pages, 12-point font, SOQ that answers the prompts below. Resumes and cover letters will not take the place of the SOQ. Failure to include and complete the SOQ may result in disqualification for interview. 

1. Describe your experience, whether in school or your profession, cooperating and collaborating with others.

2. Describe situations, whether in school or your profession, where you assumed a leadership role.

3. Elaborate on projects or school assignments involving challenging engineering problems and explain how you provide solutions.

4. Describe your experience in preparing any technical reports and giving presentation at a significant event.

5. Describe your experience in using any CADD software, BIM software, and structural modeling and analysis software.

Possession of Minimum Qualifications will be verified prior to interview and/or appointment.  If you are basing your eligibility on education, you must include your unofficial transcript(s)/diploma for verification.  Unofficial, original, or official sealed transcripts will be accepted and may be required upon appointment.  Applicants with foreign transcripts/degrees must provide a transcript/degree U.S. equivalency report evaluation that indicates the number of units and degree to which the foreign coursework is equivalent.  Here is a list of evaluation agencies: https://www.naces.org/members . Please redact birthdates and social security numbers.   

Application Instructions

Completed applications and all required documents must be received or postmarked by the Final Filing Date in order to be considered. Dates printed on Mobile Bar Codes, such as the Quick Response (QR) Codes available at the USPS, are not considered Postmark dates for the purpose of determining timely filing of an application.

Who May Apply

How To Apply

Address for Mailing Application Packages

You may submit your application and any applicable or required documents to:

Address for Drop-Off Application Packages

You may drop off your application and any applicable or required documents at:

Required Application Package Documents

The following items are required to be submitted with your application. Applicants who do not submit the required items timely may not be considered for this job:

• Current version of the State Examination/Employment Application STD Form 678 (when not applying electronically), or the Electronic State Employment Application through your Applicant Account at www.CalCareers.ca.gov. All Experience and Education relating to the Minimum Qualifications listed on the Classification Specification should be included to demonstrate how you meet the Minimum Qualifications for the position.
• Resume is optional. It may be included, but is not required.

Statement of Qualifications (SOQ) is required. Please see the Special Requirements section for SOQ instructions.

Desirable Qualifications

• Experience working with 3D modeling in projects, either at school or at work.
• Have some knowledge of Building Information Modeling (BIM).
• Have some knowledge and/or experience with computer coding or visual scripting used in a project, either at school or at work.

Click HERE    to view the Benefits Summary for Civil Service Employees in the State of California.

Contact Information

Please direct requests for Reasonable Accommodations to the interview scheduler at the time the interview is being scheduled. You may direct any additional questions regarding Reasonable Accommodations or Equal Employment Opportunity for this position(s) to the Department's EEO Office.

Important Application Instructions

The State application (STD. 678) is required, and each section must be filled out completely and thoroughly. For mailed or hand delivered applications to be considered for this position, the Job Control number (JC-434843), PARF# 59-5-001 and title of the position (Transportation Engineer (Civil)) must be included on the STD. 678 form.

Electronic applications through your CalCareers account are highly recommended and encouraged.

Candidates that meet the minimum qualifications based on possession of EDUCATION, LICENSE, OR CERTIFICATE must include a copy of your DEGREE/TRANSCRIPTS, LICENSE, or CERTIFICATE, along with your State application (STD. 678), to be considered for this position.

NOTE: Do not submit the “Equal Employment Opportunity” questionnaire (page 5) with your completed State application (STD. 678). This page is for examination use only. Do not include any confidential information on any documents you submit for this job vacancy, such as your state application, resume, or educational transcripts.  Confidential information that should be  excluded or removed  from these documents includes, but is not limited to, your Social Security Number, birth date, driver’s license number, examination results, LEAP status, marital status, and age.  The job application packet checklist is not required to apply for this position.  Failure to follow these instructions may result in your application not being considered for this position.

Please take this 1-minute Caltrans Recruitment survey to tell us how you found out about this job.

https://forms.office.com/g/RyK102ty4G

https://youtu.be/oC9wIp8QalI

Equal Opportunity Employer

The State of California is an equal opportunity employer to all, regardless of age, ancestry, color, disability (mental and physical), exercising the right to family care and medical leave, gender, gender expression, gender identity, genetic information, marital status, medical condition, military or veteran status, national origin, political affiliation, race, religious creed, sex (includes pregnancy, childbirth, breastfeeding and related medical conditions), and sexual orientation.

It is an objective of the State of California to achieve a drug-free work place. Any applicant for state employment will be expected to behave in accordance with this objective because the use of illegal drugs is inconsistent with the law of the State, the rules governing Civil Service, and the special trust placed in public servants.

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EXECUTIVE ASSISTANT I - 71001288 1

ORLANDO, FL, US, 32801 ORLANDO, FL, US, 32803 ORLANDO, FL, US, 32804 ORLANDO, FL, US, 32805 ORLANDO, FL, US, 32806 ORLANDO, FL, US, 32807 ORLANDO, FL, US, 32808 ORLANDO, FL, US, 32809 ORLANDO, FL, US, 32810 ORLANDO, FL, US, 32811 ORLANDO, FL, US, 32812 ORLANDO, FL, US, 32814 ORLANDO, FL, US, 32818 ORLANDO, FL, US, 32819 ORLANDO, FL, US, 32821 ORLANDO, FL, US, 32822 ORLANDO, FL, US, 32824 ORLANDO, FL, US, 32825 ORLANDO, FL, US, 32826 ORLANDO, FL, US, 32827 ORLANDO, FL, US, 32831 ORLANDO, FL, US, 32833 ORLANDO, FL, US, 32835

The State Personnel System is an E-Verify employer. For more information click on our  E-Verify Website .

Requisition No: 830384 

Agency: Department of Law Enforcement

Working Title: EXECUTIVE ASSISTANT I - 71001288 1

 Pay Plan: Career Service

Position Number: 71001288 

Salary:  $40,351.04 

Posting Closing Date: 06/05/2024 

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EXECUTIVE ASSISTANT I

INVESTIGATIONS AND FORENSIC SCIENCE

ORLANDO REGIONAL OPERATIONS CENTER/DIRECTOR’S OFFICE

**Internal advertisement for current FDLE members**

POSITION SUMMARY:

This position is located in the Administrative Section reporting to the Special Agent in Charge (SAC). This is a full-time position that works closely with the Orlando supervisors. Tihs position also oversees and coordinates all administrative related duties required for the efficient functioning within the SAC’s office. Performs special assignments such as researching, reporting, communicating, and coordinating events for the SAC’s office.

DUTIES & RESPONSIBILITIES:

Specific duties include:

• Independently assisting the SAC in researching various subjects for the composition of complex reports, correspondence, and presentations;
• Assisting the SAC in the flow of communication to supervisors and staff members, which also includes various disciplines throughout the region and statewide;
• Overseeing and coordinating all administrative related duties required for the efficient functioning within the SAC's office;
• Performing special assignments such as researching, reporting, communicating, and coordinating events for the SAC's office;
• Assisting the Business Office;
• Handling in-processing of new members as needed;
• Assisting supervisors with any personnel issues;
• Assisting with fingerprinting as needed;
• Coordinating internships as needed; and
• Assisting with front desk reception coverage as needed.

KNOWLEDGE, SKILLS & ABILITIES:

• Knowledge of the procedures and techniques for effective verbal and written communication ;
• Knowledge of administrative principles and practices;
• Knowledge of office procedures and practices ;
• Knowledge of the methods of data collection ;
• Knowledge of the principles and techniques of effective communication ;
• Ability to collect, evaluate and analyze data relating to administrative functions such as accounting, personnel, purchasing or report writing ;
• Ability to prepare correspondence and administrative reports ;
• Ability to understand and apply applicable rules, regulations, policies and procedures;
• Ability to communicate effectively verbally and in writing ; and
• Ability to establish and maintain effective working relationships with others.

Note:   Responses to qualifying questions must be clearly supported by the state application and any omission, falsification, or misrepresentation in the answering of the qualifying questions will be cause for immediate elimination from the selection process.

BASE SALARY:

Starting salary will be at the minimum of the class pay range, unless otherwise dictated by FDLE's pay policy. The elements of this selection process may include a work sample and/or interview. Future vacancies may be filled from this position advertisement.

The State of Florida is an Equal Opportunity Employer/Affirmative Action Employer, and does not tolerate discrimination or violence in the workplace.

Candidates requiring a reasonable accommodation, as defined by the Americans with Disabilities Act, must notify the agency hiring authority and/or People First Service Center (1-866-663-4735). Notification to the hiring authority must be made in advance to allow sufficient time to provide the accommodation.

The State of Florida supports a Drug-Free workplace. All employees are subject to reasonable suspicion drug testing in accordance with Section 112.0455, F.S., Drug-Free Workplace Act.

VETERANS’ PREFERENCE.   Pursuant to Chapter 295, Florida Statutes, candidates eligible for Veterans’ Preference will receive preference in employment for Career Service vacancies and are encouraged to apply.  Certain service members may be eligible to receive waivers for postsecondary educational requirements.  Candidates claiming Veterans’ Preference must attach supporting documentation with each submission that includes character of service (for example, DD Form 214 Member Copy #4) along with any other documentation as required by Rule 55A-7, Florida Administrative Code.  Veterans’ Preference documentation requirements are available by clicking here .  All documentation is due by the close of the vacancy announcement. 

Nearest Major Market: Orlando

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