JOB ANALYSIS

1. JOB ANALYSIS

2. Purpose of Job Analysis Besides Workers Compensation • Other purposes for job analyses are to establish and document the “job relatedness’ of employment procedures such as training, selection, compensation, and performance appraisal,

3. Determining Training Needs • Training content • Assessment tests to measure effectiveness of training • Equipment to be used in delivering the training • Methods of training (i.e., small group, computer based, video, classroom…)

4. Selection Procedures • Job duties included in the advertisement • Appropriate salary level for the position • Minimum requirements • Interview questions • Selection tests/instruments • Applicant appraisal/evaluation forms • Orientation materials for applicants

5. Performance Review • Goals and objectives • Performance standards • Evaluation criteria • Length of probationary periods • Duties to be evaluated

6. Compensation • Skill levels • Compensable job factors • Work environment (hazards, attention, physical effort) • Responsibilities (fiscal, supervisory) • Required level of education (indirectly related to salary level

7. Job analysis is a formalized process for observing jobs as they are performed, collecting descriptive data about them from workers, employers, and personal observation, then translating the information into a standardized set of traits required of workers performing these jobs.

8. GENERAL PRINCIPLES • The purpose of job analysis is to identify and describe, in a systemic and comprehensive manner. • Job analysis is not a study of the workers, but of their activities and what is required to perform those activities.

9. General Principles (cont) • Job titles should not lead the analyst into assumptions about job duties. • In a job that involves the use of machinery, the analyst should distinguish between what the worker does and what “gets” done.

10. COMPONENETS OF JOB ANALYSIS • Work Performed Data • Worker Functions • Work Fields • Work Devices • Materials, Products, Subject Matter, Services.

11. COMPONENETS OF JOB ANALYSIS (cont) • Worker Characteristics Data • General Education Development (GED) • Job Training Time (JTT) and Specific Vocational Preparation (SVP) • Aptitudes • Interests • Physical Demands • Environmental Conditions

12. COMBINATION APPROACH • Job analysis should be done through ADA regulations which sorts out the essential from the nonessential functions. This gives the “professional” reviewing the job possible options for approving the job analyst with their recommendations for the particular employee.

13. Conducting A Job Analysis • Observation – The analyst personally observes an individual performing work activities at the job site. • Interviews – The analyst interviews workers, supervisors, and other officials at the job site who have pertinent information.

14. Benefits • Provides first-hand information. • Offers an opportunity to evaluate interview data and to separate essential from nonessential facts through actual observation. • Permits the worker to demonstrate as well as describe job functions.

15. FORMATS • A variety of formats are used to collect and report the job analysis information. The primary consideration is to organize the report so an uninformed reader can gain a clear idea of the work performed.

16. Components of the Job Analysis • Specific workers actions in relation to data, people and things (worker functions). • What gets done in terms of procedures, methods, processes, and objectives of the job (work fields). • The materials used, products produced, subject matter dealt with, and services rendered.

17. Components of the Job Analysis (cont) • The machines, equipment, tools, and work aids used (work devices). • Physical demands and work conditions. • Worker characteristics (e.g., education, aptitudes, temperaments, and interests) required to perform the job (worker traits).