Job Fact Sheet Sections

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Dwain Oliver
6 years ago
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1 Job Fact Sheet A Job Fact Sheet (JFS) objectively captures job requirements and details to be used for salary plan and pay grade determination (reference policy HRM034 for Job Evaluation), recruitment, selection, new incumbent orientation, and performance development. This document should NOT reflect individual capabilities in performing the job. It is important that expected job responsibilities, duties and relevant JE factor information are described accurately and completely in the appropriate sections. Departmental leadership is accountable for the creation and approval of the completed JFS. It may be written collaboratively with an incumbent(s). A Human Resources Consultant may be contacted to answer questions, provide clarification and guide the JFS process. If significant changes have occurred in a job for which a JFS already exists, please describe those specific changes on a JFS UPDATE sheet and submit to Human Resources with the revised JFS. Job Fact Sheet Sections 1. Identification Data 7. Independence of Action 2. Job Summary 8. Impact of Errors 3. Responsibility Areas and Duties 9. Work-related Contacts 4. Education, Certification and Skills Required 10. Supervision or Guidance Exercised 5. Minimum Experience 11. Physical, Mental and Visual Demands 6. Competencies (not for JE purposes) 12. Working Conditions 1. Identification Data Advanced Practice Radiation Therapist Department or Program: Radiation Treatment Program Leader Name and Title: Incumbent Name, ID# and Date: If multiple incumbents, please complete a separate page. Has JFS been reviewed with incumbent(s)? Yes No Cost Centre: South Street Hospital Full Time Part Time Approval Signature and Date: University Hospital Victoria Hospital Therapy, Manager Radiation Therapy, Medical Director Radiation FOR HR USE ONLY JE Review (Initial and date): Date Received in JE: JFS#/Job Code: Date for next review: YYYY Month DD YYYY Month DD YYYY Month

2 2. Job Summary Briefly, in one or two sentences, describe the general purpose of the job; consider why the job exists and what it is responsible for. The advanced practice radiation therapist (APRT) is responsible for the contouring and planning image definition of radiation therapy patient images used for radiation treatment. The APRT will perform precise localization of anatomy using multi-modalities used in the planning process (CT, PET, MR). The APRT is responsible for the continuing education of staff, students and residents in the realm of contouring and will provide collaborative consultation for multi-disciplinary case conferences. 3. Responsibility Areas and Duties Patient Safety and Staff Safety are integral to all jobs at LHSC as identified below. More job specific duties may be added to the respective areas; however, the duties already listed are minimum requirements and may not be removed from this template. Job content can usually be categorized into three to six key areas of activity or responsibility. Estimate (to the nearest 5%) the average percentage of time spent on each major area for a combined total of 100%. These key areas can then be further described by listing specific duties undertaken to accomplish each responsibility. Statements to describe duties must begin with an ACTION verb and should be detailed enough to be clear and understandable. Patient Safety an integral part of all jobs at LHSC Staff Safety an integral part of all jobs at LHSC Maintains a daily focus on patient safety as everyone s responsibility; Complies with patient safety initiatives, e.g. hand hygiene protocols Keeps alert to patient hazards and takes prompt action to eliminate unsafe conditions, e.g. not exposing patients or co-workers to your illness; Reports adverse events or near misses to appropriate management by using the organizational adverse event reporting system; Encourages and supports patients and families to be actively involved in their health care, e.g. asking questions to ensure clear understanding; Advocates for safe, quality patient care by making safety improvement suggestions and promoting safety initiatives. Complies with the LHSC Code of Conduct, Occupational Health and Safety Act, applicable regulations and procedures, e.g. wearing appropriate personal protective equipment; Keeps alert to possible job hazards and takes prompt action to eliminate unsafe conditions; Participates in health and safety orientation, education and training and stays informed about safety requirements; Advocates for a safe work environment by making safety improvement suggestions and promoting safety initiatives. Responsibility Area A. Patient Case Preparation B. Clinical Activities % of Time Duties are performed in a manner which demonstrates the LHSC core values of Respect, Trust and Collaboration. 20% Ensures all relevant information is available for clinical decision making Reviews available information against established guidelines in advance of patient appointment Identifies when patient cases or information results in uncertainty and refers cases to radiation oncologist or appropriate health care professional 40% Employs appropriate imaging studies to optimize visualization of the regions of interest for planning purposes Develop strategies to optimize the use of available technology 2

3 Incorporates all relevant clinical, diagnostic and technical information based on site protocols Establishes when protocol should be followed or when an individualized approach is required Identifies/delineates GTV, CTV and ROI s in accordance with international standards Uses available images and image registration/fusion software C. Promote, advocate and employ evidence-based approaches to develop and Professional 25% engage in best professional practice Activities Creates and uses databases Establishes quality indicators Contributes to the research and development of new imaging techniques/procedures Develops protocols and procedures related to disease site target definition Develops QA processes to ensure accuracy in image acquisition and target localization Collaborates with specialists in radiation oncology, radiology, physics and other medical specialists on projects aimed at improving process and patient outcomes Provides supervision to other therapists undertaking defined contour activities Takes responsibility for scope of practice Effectively negotiates solutions to problems identified in the patient care pathway Undertakes activities related to the conduct of research e.g. literature review, research design, proposal/grant writing, data collection, publications, etc. D. Education 15% Participates in knowledge dissemination through communication, promotion and advocacy e.g. presentations and publications Mentor and supervise junior staff develop action plans to improve performance, provides constructive feedback Participates in multi-disciplinary training including radiation oncology residents in the area of contouring 3

4 4. Education, Certification and Skills Required A. What is the minimum formal education or training required to perform the duties of this role? (Please do not consider the education level of an incumbent in assessing educational requirements.) (double click on the applicable box and select default value of Checked.) Some Secondary School Undergraduate degree (up to Grade 10) Three Year Four Year (Honours) Secondary School Graduate Discipline: Community College One Year Two Year Three Year Diploma: Masters degree Discipline: Or equivalent level courses Ph. D. degree Discipline: M.D. What courses or aspects of this education requirement relate to the job Responsibility Areas? Cross-sectional anatomy, physics and principles of imaging, treatment planning, research methodology, process design, policy development, leadership courses. B. Is any Provincial or other vocational/professional registration/certificate required? (For example, Regulated Health Professional, CMA, CA, etc.) Mandatory Preferred Is re-certification required? Please specify: College of Medical Radiation Technologists of Ontario Please specify: Please specify: C. What additional skills, abilities or qualifications (items required for recruitment posters) are necessary to perform the job duties and, if applicable, at what level? (For example, use of a particular computer software, CPR, language requirement, accuracy, attention to detail, etc.) Skills, Abilities, Qualifications Basic Proficient Advanced Demonstrated current technical knowledge Excellent communication and interpersonal skills Demonstrated organizational skills Demonstrated adult education skills Proficiency in using Pinnacle and Eclipse software Demonstrated activities related to the conduct of research Adaptability and flexibility Self-direction and initiative 4

5 D. Assuming the majority of jobs require use of a telephone, computer, copier, FA machine, specify any specialized tools or equipment operated in the performance of the job duties and indicate average frequency (D=daily, W=weekly, M=monthly) of use: Tools/Equipment Operated Pager D Calculator M Other, please specify: Patient Monitoring Equipment, specify: Diagnostic Equipment, specify: 5. Relevant Experience Assuming the minimum education level required in Section 4 has been met, what is the minimum total amount of relevant experience required to adequately perform the job duties? Total relevant experience is the sum of experience gained prior to and/or on-the-job. Estimate elapsed period in months or years. (Please do not consider the experience level of an incumbent in assessing the experience requirement.) Previous Related Job Experience Required At LHSC or elsewhere Time Required On-The-Job To learn specific tasks/procedures Total Relevant Experience 5 years 2 years 7 years 6. Job Competencies Section - This section is used only for recruitment, training and performance development. Competencies will NOT be used for Job Evaluation purposes. The Core Competencies listed below are required to varying degrees for every job at LHSC. Refer to the Performance Development Guide for additional explanation/details related to each competency. Indicate with an the level required for recruitment purposes. Core Competencies Basic* Proficient Advanced 1. Safety Awareness 2. Communicates effectively 3. Teamwork/Cooperation 4. Ethics and Integrity 5. Customer/Patient Orientation 6. Problem Solving and Decision Making 5

6 7. Flexibility/Adaptability to Change 8. Organizational/Time Management 9. Initiative and Resourcefulness 10. Dependability In addition to the Core Competencies, what job/profession-specific competencies are required to perform this job? Some examples are available from the Human Resources intranet site under Performance Development. Indicate with a the level required for recruitment purposes. Treatment Planning Teaching Others Job/Profession-Specific Competencies Basic* Proficient Advanced * Basic - minimum entry level; Proficient - full working level; Advanced - maximum for success, a role model. 7. Independence of Action This Job Evaluation factor measures the degree of freedom within the job duties/requirements to make decisions or recommendations. Independence of action is limited by the amount of direction given by the supervisor and/or by policies, practices, precedents and review of work. It also considers the amount of ingenuity, creativity and original thought, which may be required to perform the job duties. What policies, guidelines, precedents, procedures, standard practices, etc. govern decision-making and activities in this role? The patient planning protocols for specific disease site groups Guidelines for contouring established with supervisor and disease site group List typical examples of decisions made without reference to a supervisor or leader. Target definition in accordance with standard protocols Contouring education to other therapists, students and residents List examples of situations where guidance, consultation or approval is sought from a supervisor or leader. Where uncertainty or incomplete patient information is present Research initiatives Indicate HOW the work is reviewed, e.g. co-worker checks for accuracy, supervisor reviews final version, oral team discussion, written progress reports, statistical results, etc. and the FREQUENCY of the review e.g. daily, weekly, monthly, rarely. Physician Supervisor reviews final contours for each case until competency is achieved State any financial responsibilities (and amounts) the job involves. For example, budgets, petty cash, designated signing authority, etc. Possible grant funding 8. Impact of Errors This Job Evaluation factor appraises the likelihood and the probable effect of errors on the job. For each major activity outlined in the Responsibility and Duties section 3 of this document, describe typical (not rare or extreme) errors, within an incumbent s control that could reasonably occur, even with due care. For each error, indicate who would become involved in correcting it and how. 6

7 For example, equipment or property damage, lost time, financial loss, injury, breach of confidentiality, waste, delays, effect on people, disruption of service, loss of reputation/image, embarrassment. Activity Potential Error Impact of Error Correction a. Gathering of relevant information Not all information gathered e.g. diagnostic info, consult notes, out of hospital images Incorrect contours placed on images; loss of time in planning process Physician supervisor would become involved and correction of b. Image Fusion Incorrect image fused with CT images c. Contouring Missing contours on the images Incorrect contours placed; possible incorrect tumour volume identified May affect patient outcome if not all of the correct volume is treated. contours would occur Physician supervisor would become involved and new fusion of images would take place Physician supervisor would become involved and additional contours would be added. 9. Contacts (excluding supervisor/subordinate relationship) This Job Evaluation factor measures the relative importance of types of contacts/working relationships maintained in the performance of job duties. Indicate with whom this job interacts (titles); the average frequency of the contact (D=Daily, W=Weekly, M=Monthly, Q=Quarterly, A=Annually); the nature or purpose of the contact (if selecting from the samples listed below, please give examples.); and the method by which the contact is made. Within the organization (e.g. hospital staff, doctors, patients, patients families) Title of Contact Frequency Nature/Purpose Method D W M Q A Oral Written Radiation Consultation on cases, educational Oncologists opportunities Physicists Consultation on treatment planning issues; collaboration on research projects Radiation Therapists Educating therapists on contouring and target definition Dosimetrists Consultation on treatment planning issues; education opportunities Radiologists Collaboration on multi-disciplinary projects 7

8 Outside the organization (e.g. suppliers, staff of other hospitals, community agencies, general public) Title of Contact Frequency Nature/Purpose Method D W M Q A Oral Written Software vendors Training; contribution to improvements to software Peer colleagues in Province Networking and collaborating on provincial initiatives 10. Supervision or Direction Exercised Indicate the type of supervision inherent in this role, if applicable. Not required to exercise any supervision. (Go to Section 11) Gives occasional guidance or redirects documentation. Provides technical or procedural guidance to other staff. Assigns and checks work of others doing similar work. Provides guidance to assigned students, volunteers or related to a function. Guides the activities of a work group; assigns work to be done; methods to be used and takes responsibility for all work of the group. Evaluates students as part of a clinical placement through an accredited university or Community College program. Leads the work, practices and procedures of a team. Involved in supervisor related duties such as hiring, orientation, performance development, and discipline if required; however, final accountability/decision-making rests with management. Number of employees in team (Complete only if last box above was selected) Number of Employees Full Time Employees Part-time/ Casual Employees Sum of Full Time Equivalent Combined Total: Full Time Employees + Full Time Equivalent Other (please specify): 8

9 11. Physical, Mental and Visual Demands This factor measures physical exertion, mental concentration, and visual eyestrain. Indicate the average percentage of time any of these demands are executed, on an average working day. If the example does not pertain to the job, please leave blank. The percentages for the Physical Demands on the left side of the page do not have to total 100%; the percentages for the Mental/Visual Demands on the right side of the page do not have to total 100%; however, the total for EACH of Physical OR Mental/Visual must not ECEED 100%. As a guide, assuming a 7.5 hour day: 75% = approximately 5.5 hours, 50% = approximately 3.75 hours, 25% = approximately 2 hours. Physical Demands % of Day Mental/Visual Demands % of Day Sitting 40% Reading - uninterrupted/concentrated 15% Standing on hard surface 5% Computer, e.g. data entry 30% Walking 10% Proofreading lengthy documents 2% Bending 0% Verifying numbers/printouts 3% Kneeling 0% Analyzing data 10% Climbing 0% Writing original text 10% Pushing/Pulling 0% Taking Minutes of meetings 0% Trunk twisting 0% Transcribing 0% Driving 0% Crisis intervention 0% Other: Computer programming 0% Attending meetings 10% Lifting what approximate WEIGHT % of Day Other demands, please specify: Lifting with assistance 0% Changing priorities 10% Lifting from waist 0% Interruptions 10% Lifting from shoulders 0% Lifting from floor 0% Patient handling 5% Carrying 5% Other: Manual Dexterity Specify precision upper limb/hand movements: % of Day 40% For what purpose: Mousing and computer work Note: This page does not replace the Physical Demands Analysis (PDA) required for Occupational Health & Safety, but may be used by OH&S as a starting point for the PDA. 9

10 12. Working Conditions Consider the environment in which the job is performed. Indicate with a in the appropriate column IF the applicable hazard is present and the average percentage of exposure time. Please specify EAMPLES for each condition checked. Environmental Hazards Exposure to infection, disease Occasional (up to 30%) Duration Frequent (30% to 80%) Constant (over 80%) Exposure to extreme heat or cold Exposure to loud noise Exposure to awkward or confining work spaces May have to go to MR for patient scans Exposure to blood, human waste Exposure to adverse weather Exposure to gas, chemicals, fumes, odours Exposure to radiation Other dangers and hazards, specify: May need to enter a room to help patient during a scan Overnight Travel: # of over-nights per year: 3 (Meetings with provincial colleagues, site visits) Driving vehicle (or use of shuttle) during Working hours (excluding to/from home), hours per week: 10

POSITION CLASSIFICATION QUESTIONNAIRE

POSITION CLASSIFICATION QUESTIONNAIRE Date: Nature of request Re-evaluation (no significant change in duties) Reclassification (significant change in duties) New Position Other (please specify) Position