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Work Location Unit
Job Title Employee Number
Name Date Completed
Phone Number E-Mail


This questionnaire is designed to gather the information used to describe and evaluate jobs in the City of Toronto. Think about the job itself, not your own skill, background, performance and preferences.

Read this material thoroughly and be as specific and concise as you can, to describe the job as it currently exists. Give examples that will add to the reader’s understanding. Base your description on what is usual/regular, and then make sure to cover important pieces of the job even though they may not occur frequently. Leave no details out.

If this questionnaire was prepared by more than one incumbent in the job kindly include all names.


• Use clear and concise language, rather than generalities. If a statement does not add to the reader’s knowledge of the job, leave it out, change it, or add an example.
• Use the present tense and active verbs (e.g. co-ordinates, processes, lifts etc.) These will make your statements clearer and likely shorter as well.
• Do not include personal judgments. Avoid saying, “Runs a crew of 4”. Give the facts that will allow the reader to draw his/her own conclusions.
• The use of simple language is usually the best approach. Don’t overwhelm the reader with “buzz words” or language unique to your area or program.

Changes To The Job

Measures the changes observed by employees within the job as witnessed and attested to by said workers while comparatively accessed via job calls, testimony and visible known evolution of these jobs as stated.

Describe what the job once entailed and include whatever changes and/or additional responsibilities which have been added along with as accurate a timeline as possible regarding when these changes took place.
Consider changes of responsibility, licensing, education, physical requirements, job knowledge, judgement, Results and accountability, human relations and contacts, dexterity, mental effort, physical effort and/or working conditions. Keep in mind the impacts of one area of change should it effect another area of the job.

Example: What did you used to do? What do you do now? When did it change?

Job Summary

Provide a brief overview or summary of the job and it’s purpose.

Example: Responds to 911 emergency medical calls, assesses Patients, treats patients, lifts and transports patients...

Job Duties

Describe the key job duties that are performed. Provide examples where possible.
Estimate the percentage of time that would be spent on each duty.
Remember to start with a present tense, action verb.

Example: Driving - Responds to 911 emergency call | 10%

Job Knowledge

Measures skill level and knowledge required to perform the job. This general and specific knowledge is commonly acquired via a combination of schooling, special courses, on the job training and experience.
List the knowledge, skills and qualifications/experience required for this job and how they are acquired (through education, experience, apprenticeship and/or on the job training etc.) Include conceptual understanding requirements where applicable.

Example: Requires experience performing…OR knowledge of... obtained by...


List any licenses, certificates, diplomas, and accreditation's etc., that are required by legislation and/or the employer to do this job and why they are necessary.

What is the highest level of education your job requires?

My job requires the following in order to fulfill the employer's needs and the chosen box below accurately reflects the requirements for employment in my position.


Measures the requirement of the job to exercise judgment and make decisions. It considers the choice of action, degree of complexity and analysis required to determine a resolution to situations normally encountered within your job.

How often are you directed? Nature of direction? How often is your work reviewed?

Example: Makes decisions regarding...

What guidelines/procedures/manual are available to guide the decision-making?

List decisions or judgments where consultation or approval from a supervisor is required.

Describe the nature and frequency of instruction and review of work.

Does the job receive direction or work assignments from other union jobs? If so, provide the job titles.

Results - Accountability

Measures job accountability as well as inherent responsibility of the job to comply with legislation, policy and job objectives. Required results must measure in as well as complexity of work, primary direction of others, resource availability, situational urgency, organizational impacts as well as the public health and safety.
Explain how accountable this job is and the usual results/impact that it has on:

The program/unit, other staff, clients/participants, volunteers, equipment, property, public safety, financial processing, cash handling, etc.

Example: List specific job duties from page three and their impact

Does the position provide technical assistance or work direction (such as providing instruction or assignment of duties) to other employees? If so, list the titles of jobs, and provide detail on the nature of directions.

Examples: Plan, assign or check work of... Provide technical or functional instructions to...

Job Title Number of Positions Nature of Direction

Human Relations (Contacts)

Measures the responsibility for effective handling of contacts with staff, the general public, allied agencies and other organizations, while considering the nature and purpose of such contacts with regard to the extent to which courtesy, tact, persuasiveness, human relations and communication skills are required.

Describe the daily human relations skills required in the job in order to interact effectively with staff, the public or other organizations.

List the type of human relation skill required; who the contact is with (internal/staff) contacts in the work location or external contact e.g. other work locations, elected representatives, agencies, the public, allied agencies and/or volunteers, etc.); how often contact occurs and how contact is generally made; in person, by telephone, in writing/electronically.

Examples: Answers complaints from the public; Deals with demanding clients by...

Type of Human Relation Skill Person/Title Contacted & Purpose How Often How


Measures the level of requirement for the ability to coordinate the movement of fingers, hands, arms, feet or legs. This includes hand eye coordination.

Describe the demand of the job job (ie. fine, medium or coarse motor movement and co-ordination skills).

Examples: keyboards, uses tools, operates mechanical equipment

Demand Duration (how long) Frequency (how often)

List machines and equipment used in the job and why they are required.

Mental Effort

Measures the mental exertion and/or strain associated with performance of the job while considering the need for shifting focus on the “fly” between tasks. It also considers interruptions and distractions, attention/concentration requirements as well as pressures under which the job is performed.
Describe the mental demands, exertion and strain inherent in the job.
Consider frequency, duration and intensity.

Examples: effects of shifting attention from task to task, interruptions, attention and concentration, pressures from deadlines, work repetition, isolation, dealing with uncooperative behaviours, emergency situations, etc.

Demand Duration (how long) Frequency (how often)

Physical Effort

Measures the average physical exertion and strain required in the job to accomplish work assigned and within performance of daily duties while considering the degree of physical effort, continuity or frequency of effort, working posture (ergonomics) and devices used.

Describe the physical effort, exertion and strain required on an average day.
State duration and frequency. If the activity involved pushing, pulling and/or lifting objects, then estimate the weight of the objects.

Example: Carries (list item) for one hour, three times per day and provide weight.

Activity Duration (how long) Frequency (how often) Objects (average weight)

Physical Effort Total

Use this space to add any additional miscellaneous efforts not captured above.

Example: Repetitive motions, working in confined spaces...

Working Conditions

Measures the frequency and intensity of exposure to disagreeable conditions under which the job is performed while considering surroundings, environmental conditions, hazards and materials which impact the work setting of the job.

Describe exposure to disagreeable conditions that are physically objectionable, uncomfortable, noxious or hazardous and are unavoidable in performing the job. Consider frequency, duration and intensity.

Example: Exposed to (which condition) for one hour, once a week when (details)

Condition Duration (how long) Frequency (how often) Details

Thank you for taking the time to complete this questionnaire.