Job description

• Describe the job just as it is, not how it was before or will be in future.
• Make sure the description of the job is realistic, concise and incisive.
• The tasks should be written in a clear way, using the infinitive form if possible, and action verbs. Example: “Keep minutes of meetings”
• If the job description forms the basis for a new function, the phrasing should be neutral in terms of gender, race, etc.
• List all requirements regarding education and training, any professional experience as well as the knowledge and skills the candidate is expected to have.
• Avoid internal abbreviations. If necessary, write out the term in full the first time it is used in the body of the text, followed by the abbreviation in brackets. Example: “Vice President for Infrastructure (VPIN)”
   

The allocation is done by the HR partners in collaboration with the supervisor, whereby the HR partners are responsible for ensuring the allocation is correct. This occurs independently of the person in the post.

More details can be found under function / level

• Fill out the personal details.
• Add the organisational unit to which the function belongs.
• Specify the date when the current job description is valid from.
   

• Operational designation

1. Under “Job family”, select the area the post belongs to: “Science”, “Administration”, “Technology”, “IT”, “Management or Staff”.
2. Under “Function/level”, select the operational function allocated to the post by the HR partners in the Download function grid (PDF, 106 KB).
   

• The internal designation can be chosen individually. It provides a more concrete description of the function and is also communicated externally, for example in the employer's reference. Examples: Project Manager in Building Services, Laboratory Assistant, Application Developer.

Based on the job description, the function code and the corresponding function level are allocated to the job according to the Download function grid (PDF, 106 KB). This is done by the HR partner in cooperation with the supervisor. The HR partners are responsible for ensuring that the allocation is correct.

The function level is derived from the last two digits of the function code. For example: if the function code is “2042-08”, the function level is “08”.

Explanation of the function grid

The university’s salary system is based on a Download function grid (PDF, 106 KB), in which the job is located by means of a function code.

The function grid is divided into five areas: "Scientific functions", "Administrative support functions", “Technical support functions”, “IT support functions” and "Management and staff functions". Each area contains different types of function. The level of difficulty of a function is defined horizontally in the grid by the fifteen function levels (requirement levels). The more complex the activities to be performed – and thus higher the requirements – the higher the classification of the function.

The Requirement profiles define the respective requirement levels or the main tasks, and the training and knowledge required for them.

• Specify the personnel and technical management responsibility, as well as the management span.
• The management span refers to the number of employees the manager is directly responsible for.
• In the section "Main tasks" you can also indicate the indirect management span or any management hierarchy.
   

The brief description provides a summary of the job. It should list the most important activities and responsibilities, as well as the objectives of the post.

The brief description makes no claim to be complete.

• Where appropriate, give specific details of the terms listed and how you weight them in relation to the job and to the tasks. Example: In the case of a specialist communications post, state whether the scope extends across the entire university or “only” to a specific department or area.
• Specify whether the job is embedded within a team or whether the function is solely responsible for the task described.
   

• Make sure the description of the job is realistic, but concise and incisive. Indicate how this position relates to other functions and areas: Which interfaces are involved? What dependencies exist?
• Also describe which competences and responsibilities go hand in hand with the respective task.
• Then weight the individual tasks. Note that all tasks must always add up to 100 %.

There is a maximum of five lines per task. Please subdivide larger tasks accordingly.
 

The requirements are set out in the Download Requirements profile (PDF, 1.1 MB).

See also the explanations for Function/level

• Give specific details of the education and training required, any professional experience required, and the social, methodological and technical knowledge.
• In the case of professional experience, state whether the function can be performed by persons coming directly from training or whether several years of practical professional experience are necessary.

• Social and leadership competencies: ETH Zurich has developed a common understanding of these skills that are useful and important for interaction with other people: Social and Leadership Competencies.
• Methodological skills refer to gathering, structuring and analysing information.
  

Some further examples: 

Flexibility, cooperation skills, ability to work in a team, assertiveness, conversational and negotiation skills, ability to deal with conflicts, solution orientation, creativity / ability to innovate, planning skills

• Technical knowledge means concrete know-how in the necessary specialist area that is needed to exercise the function. This includes, for example, specific IT knowledge or foreign language skills.
• Specify what level of technical knowledge is required.
  

Some further examples: 

• IT knowledge: JavaScript, HTML, phtmt es, mySQL, MartaDB, Orade, PHP, VM, Microsoft Windows Server, CentOS, PHTML, XML, etc.
• Information Technology expertise: Frameworks, Programming Languages, Technology Trends, Infrastructure
• Language skills: German, English, French, Italian, etc.
• Project management experience and associated tools: Microsoft Project, Asana etc.
   

This field is optional.

If necessary, you can list further requirements and notes relevant for the job, such as references to working times (shift work, on-call service, etc.).