Job Analysis

1. Job Analysis

2. I. Nature of Job Analysis • Work activities and behaviors • Interactions with others • Performance standards • Machines and equipment used • Working conditions • Supervision given and received • Knowledge, skills, and abilities needed • A. What is a job? • B. Job Analysis and Legal HR Practices • C. Components Developed by Job Analysis • 1. Job Description • 2. Job Specifications • D. Job Analysis Responsibilities

3. II. Legal aspects of job Analysis • A. Job Analysis and the Americans with Disabilities Act (ADA) • 1. Identification of Essential Functions • Employer’s judgement • Written job descriptions • Amount of time on the job spent performing the function • Consequences of not requiring the employee to perform the function • Terms of a Collective Bargaining agreement • Work experience of past incumbents • 2. Selection and Performance Appraisal • Developing selection interview questions • Determining the basic competencies • Developing selection tests • Identifying performance standards • Identifying what job environment accommodations can be made • Evaluating whether such accommodations would be an unreasonable hardship • B. Job Analysis and Wage/Hour Regulations

4. III. Job Analysis and Other HR Activities A. HR Planning B. Recruitment and Selection C. Compensation D. Training and Development E. Performance Appraisal F. Safety and Health G. Union Relations IV. Job Analysis Methods A. Observation B. Interviewing C. Questionnaires 1. Position Analysis Questionnaire (PAQ) D. Computerized Job Analysis

5. V. The Job Analysis Process A. Identify Jobs and Review Existing Documentation B. Explain the Process to managers and Employees C. Conduct the Job Analysis D. Prepare Job Descriptions and Specifications E. Maintain and Update Job Descriptions and Specifications

6. VI. Job Descriptions and Job Specifications A. Job Description Components 1. Identification 2. General Summary 3. Essential Functions and Duties 4. Job Specifications 5. Disclaimer and Approvals

7. B. Preparing Job Descriptions 1. Writing the General Summary and Essential Function Statements 2. Dictionary of Occupational Titles (DOT) C. Writing Job Specifications

8. Job Description and Specification (1 of 5) POSITION TITLE: Human Resources Assistant JOB CODE: DEPARTMENT: Human Resources EEOC CLASS: Office and Clerical REPORTS TO: Human Resources Manager FLSA STATUS: Nonexempt PREPARED BY: Deann Mandel GENERAL SUMMARY: Assists the Human Resources Director with facilitation and administration of employee benefits, company safety program, governmental compliance, and health and wellness program. Assists the Director with hiring and orientation of new employees and maintains employee files.

9. ESSENTIAL JOB FUNCTIONS: • Assists with human resource functions, including preparing jab postings, placing advertisements, conducting job interviews, giving company tours, checking references, and orienting new employees and interns. (25%). • Writes internal and external correspondence, including memos, employee notices, and letters, as directed by the Human Resources Director. (20%) 3. Coordinates Occupational Safety and Health Administration (OSHA) compliance and comprehensive safety program, including chairing regular safety committee meetings, performing an‑site inspections for regulatory compliance, and conducting employee safety training. (20%) 4. Administers employee benefits, including 401(k) savings, retirement, AFLAC, workers` compensation, and health/dental benefits. Answers questions from employees and investigates claims problems. (20%) 5. Prepares paperwork for termination of employment, including retirement, 401(k} distribution, COBRA benefits, final work hours, and leave benefits due. (6%) 6. Reconciles employee's (eaves, such as vacation and sick time, by adjusting information in employee's personnel file. (5%) 7. Coordinates pre‑employment drug testing and random drug testing for designated employees. (4%) 8. Performs other related duties as assigned by management Job Description and Specification (2 of 5)

10. KNOWLEDGE, SKILLS, AND ABILITIES: • Knowledge of company policies, procedures, products, and services. • Knowledge of human resource practices and procedures. • Knowledge of employment laws, such as the Americans with Disabilities Act, Family Medical Leave Act, Occupational Safety and Health Act, and others. • Knowledge of workers' compensation claims administration. • Knowledge of health insurance claims administration. • Knowledge of basic requirements related to the job, such as RUS requirements, NationalElectric Code requirements, and OSHA requirements. • Skill in analytical thinking and problem solving. • Skill in conflict resolution techniques and practices. • Skill in written and oral communication. • Ability to communicate with co‑workers and various business contacts in a courteous and professional manner. Job Description and Specification (3 of 5)

11. EDUCATION AND EXPERIENCE: Associate degree in business or related field or equivalent plus two years of experience in human resource management or equivalent experience. PHYSICAL REQUIREMENTS: 0-24%25-49%50-74%75-100% Seeing: X Must be able to see computer screens, data reports and other documents Hearing: X Must be able to hear well enough to communicate with co-workers, employees and customers, attend meeting, and prepare company information Standing/ Walking: X Climbing/ Stooping, Kneeling: X Lifting/ Pulling/ Pushing: X Fingering? Grasping/ Feeling: X Must be able to write, type, and use Phone system Job Description and Specification (4 of 5)

12. WORKING CONDITIONS: Normal working conditions with the absence of disagreeable conditions. Note: The statement herein are intended to describe the general nature and level of work being performed by employees, and are not to be construed as an exhaustive list of responsibilities, duties, and skills required of personnel so classified. Furthermore, they do not establish a contract for employment and are subject to change at the discretion of the employer. Job Description and Specification (5 of 5)