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).