Job Description Tools

Below is a list of the target job families to which the Compensation Framework project applies. Each job family has a brief overview which should be matched to the jobs in your organization. Some of your jobs may not match at all. If you have jobs that do not match or are senior management, clerical or support jobs, you are welcome to contact the ONESTEP office. The ONESTEP staff can provide general pay information from commercial surveys that have been purchased.

It is strongly recommended that you use job descriptions from your own organization to see if there is a match between them and the survey results, although you are welcome to use valid information found in the outline of the target jobs for this project. Job descriptions can be used for a wide variety of purposes in any organization and are worth the effort to prepare them. They can be used to

  • Help set appropriate goals for performance.
  • Provide clear feedback and accurate performance assessments.
  • Allocate responsibilities when job conditions change.
  • Evaluate jobs (for Pay Equity or internal equity).
  • Track skills needed for jobs and match them to skills of employees.
  • Recruit and advertise for vacant positions.

If you do not currently have written job descriptions in your organization, or if you would like to review or revise them, an on-line template and guide are available. The template allows for clear, short and succinct job descriptions. Most jobs can be effectively described in one or two pages. The appendix also describes how to document information for people who hold two different jobs (“hybrid” jobs).

If the job in your organization has more or less responsibility that the target job to which you are comparing it, you might use the upper or lower figures of the “predicted” range instead of the mid-point.

Some of the jobs with the greatest amount of responsibility, e.g. the Executive Director or CEO of organizations with more than 100 employees, are larger than most of the data obtained by the survey. Larger organizations such as these are encouraged to user multiple surveys to decide on appropriate levels of pay for these senior jobs. The staff at ONESTEP can provide suggested sources of data.

Title / Comparable Titles

Executive Director, CEO

General Manager

Director of Operations

Director of Workforce Development, Director of Employment, Director of Development Services

Program Director

Program Manager, Program Coordinator, Manager of Employment Services, Director of (Employment) Services

Human Resources Director

Human Resources Manager

Finance Manager, Director of Administration

Controller, Director of Finance and Administration

Business Manager

Business Development Manager, Grant and Funding Developer, Director of Planning & Development

Coordinator of Client Services

Coordinator of Employment Counselling & Planning, Manager of Employment Centre, Manager of Employment Assessment & Resource Centre

Job Developer

Coordinator of Employment Services, Employer Liaison, Liaison Agent, Placement Manager, Employer Developer, Employer Consultant, Employment Consultant, Employment Marketing & Outreach Consultant

Training Coordinator

Trainer, Employment Facilitator

Instructor, Life Skills Coach, Resource Facilitator, Employment Counsellor, Case Manager, Career Development and Placement Specialist

Job Coach

Worksite Representative, Outreach Worker, Employment Counsellor

Trades Facilitator

Trades Job Coach