Version 1.0.0 · O*NET Database 30.3
Job description template mapped to O*NET duties, skills, and work context
Separate public occupational structure from the choices only your organization can make. Use the blank CSV, inspect every field’s source, and replace the synthetic example before use.
- 16 attributable fields
- 4 versioned downloads
- Employer-owned values
Editable template
Start with the role, then verify every line
The CSV gives each field an empty value column. Prompts and review labels stay beside the blank so your team can see what came from public occupational structure and what only the employer can decide.
Job description working document
Version 1.0.0 · values owned by the employer
Role identity
Job title
Use the title employees and candidates will recognize.
O*NET occupation reference
Record the closest O*NET-SOC code as a research reference, not a classification.
Role purpose
Explain why the role exists and the result it supports.
Reports to
Name the current manager role, not a person.
Work performed
Core duties
Draft observable duties, then verify them against the real workflow.
Requirements
Required skills
List skills necessary for the employer-defined duties.
Knowledge and abilities
Add only knowledge or abilities that the work actually requires.
Experience and training
State the minimum preparation needed for this employer role.
Tools and technology
Name tools used in the current workflow.
Work context
Work context
Describe contact, pace, environment, and decision conditions.
Location, schedule, and travel
State where and when work occurs and any travel expected.
Employer review
Essential functions
Identify functions only after employer and legal review.
Physical requirements
Include job-related requirements only after careful review.
Pay range and benefits
Add current employer-approved compensation information.
Equal opportunity and accommodations
Use employer-approved, jurisdiction-appropriate language.
Review notes and approvals
Record who verified duties, requirements, and publication readiness.
Evidence object
A field-by-field derivation map
O*NET-mapped means the public occupational structure shaped the prompt. It does not mean O*NET supplied or approved the employer’s final wording. Every completed value remains employer-owned.
Job title
Role identity
Folio HR field design; employer writes the value.
Confirm the current internal and public title.
O*NET occupation reference
Role identity
Folio HR field design; employer writes the value.
Choose and verify the closest reference occupation.
Role purpose
Role identity
Folio HR field design; employer writes the value.
Write one role-specific outcome statement.
Reports to
Role identity
Folio HR field design; employer writes the value.
Confirm the reporting line.
Core duties
Work performed
Public structure; employer writes the value.
Keep, remove, and rewrite duties to match the actual role.
occupation-specific-information.tasks
Required skills
Requirements
Public structure; employer writes the value.
Knowledge and abilities
Requirements
Public structure; employer writes the value.
Verify relevance and remove broad wish-list language.
worker-characteristics.abilities · worker-requirements.knowledge
Experience and training
Requirements
Public structure; employer writes the value.
Set defensible minimums and consider equivalent experience.
experience-requirements
Tools and technology
Requirements
Public structure; employer writes the value.
Confirm product names and whether prior use is required.
occupation-specific-information.tools-and-technology
Work context
Work context
Public structure; employer writes the value.
Check each condition against the current workplace.
occupational-requirements.work-context
Location, schedule, and travel
Work context
Folio HR field design; employer writes the value.
Use the actual arrangement for this opening.
Essential functions
Employer review
Folio HR field design; employer writes the value.
Determine essential functions using qualified local review.
Physical requirements
Employer review
Folio HR field design; employer writes the value.
Verify necessity, wording, and local obligations.
Pay range and benefits
Employer review
Folio HR field design; employer writes the value.
Use current approved figures and local disclosure rules.
Equal opportunity and accommodations
Employer review
Folio HR field design; employer writes the value.
Have qualified local reviewers approve this language.
Review notes and approvals
Employer review
Folio HR field design; employer writes the value.
Document role-owner, HR, and any required legal review.
Synthetic example
See the boundary in a filled draft
Fictional example for format testing only. It describes no real employer, worker, or open role.
Fictional · do not publish as-is
Customer Support Operations Coordinator (synthetic)
Role purpose
Coordinate customer inquiries and service records for a fictional B2B services team.
Core duties
- Respond to routine customer questions by email and phone.
- Maintain interaction records and check resolution status.
- Route unresolved cases to the appropriate fictional team.
Required skills
- Active listening
- Speaking
- Reading comprehension
- Critical thinking
- Writing
Work context
Frequent email and phone contact, daily interaction with customers, and accuracy under time pressure.
Review notes and approvals
Confirm duties with the role owner and complete HR and legal review as applicable.
Versioned files
Download the template and its evidence
All four v1 files use the same field IDs and version. Later releases will keep these stable v1 URLs available.
Employer checklist
What this template cannot decide
Treat the document as a structured starting point. The employer remains responsible for the real work, the final requirements, and every jurisdiction-specific statement.
- 1
This template is general information, not legal advice.
Next: Ask qualified local counsel to review legal requirements.
- 2
The template does not validate a role or replace an employer job analysis.
Next: Confirm actual duties with current role stakeholders.
- 3
It does not determine worker classification, exemptions, or compensation.
Next: Use applicable local rules and current market evidence.
- 4
Using the template does not promise a hiring or retention outcome.
Next: Evaluate the document inside the employer hiring process.
- 5
The example is synthetic and describes no real employer or person.
Next: Replace every example value before operational use.