1. 1 Analyzing and Documenting Your Job Analysis What do we do with all this information??? Method Sample Results Quantitative vs. qualitative

2. 2 Available Guidance Uniform Guidelines on Employee Selection Procedures (www.uniformguidelines.com)www.uniformguidelines.com Principles for the Validation and Use of Personnel Selection Procedures (published by the Society for Industrial and Organizational Psychology)

3. 3 Method How did you collect the data?  Interviews  Observation  Questionnaire  Other What was your procedure? Was it consistent across events? Include any documents used as part of the process  Interview/observation protocols  Task questionnaires

4. 4 Sample Who provided the job information? Who did you talk to, observe, interview? Are these people representative of your population as a whole? Provide demographic information as relevant, while still protecting identity of respondents.

5. 5 Results What are the important tasks and/or KSAOs for your purpose? How do you know that?  Provide information that will allow the audience to determine if they agree with your assessment. With quantitative data, present at least means and standard deviations. Thoughts on determining and presenting results with qualitative data?

6. 6 Level of Agreement Important part of presenting results. If you have low agreement, need to determine the source  Error?  Real variance?  Are there individual characteristics related to the variance (for example, experience) Quantitative vs. qualitative approaches

7. 7 Job Descriptions First product that is often developed from job analysis data Should be fairly short and contain  Job title  Job summary  Duties and tasks  Qualifications  Work conditions Stability of job descriptions