CHAPTER 2: JOB ANALYSIS & EVALUATION

JOB ANALYSIS
 New job
 New operations
 Significant change
 Technology introduction
 Restructuring
JOB DESCRIPTION
 Job Title
 Brief Summary
 Work Activities
 Tools & Equipment
 Job Context
 Work Performance
 Compensation Info
 Job Competencies / Specifications
o KSAO
o Knowledge: Info
o Skills: Acquired
o Abilities: Innate
o Others
STEPS IN JOB ANALYSIS
 Identify Tasks Performed
o SMEs
o Job Participation
o Ammerman Technique
 Write Task Statements
o 1 action 1 object
 o Task inventory
 Rate Task Statements
o Frequency
o Criticality
o Importance
 Determine KSAOs
 Selecting methods to tap KSAOs
JOB ANALYSIS DATA GATHERING
 WORKER ACTIVITIES
 PAQ (POSITION ANALYSIS QUESTIONNAIRE)
 JSP (JOB STRUCTURE PROFILE)
o PAQ revision
 JEI (JOB ELEMENTS INVENTORY)
 JCI (JOB COMPONENTS THEORY)
 FJI (FUNCTIONAL JOB ANALYSIS)
o Federal government (data, people, things)
 WORK ENVIRONMENT
o AET
 COMPETENCIES
o ONET
 Replaced DOT
o DOT (DICTIONARY OF OCCUPATIONAL TITLES)
o CIT (CRITICAL INCIDENT METHOD)
o TTA (THRESHOLD TRAITS ANALYSIS)
 Not available commercially
o JAI (JOB ANALYSIS INVENTORY)
 Adapt
o OAI (OCCUPATIONAL ANALYSIS INVENTORY)
o FJAS (FLEISHMANN JOB ANALYSIS SURVEY)
 o PRPR
 Big 5

 WORKER MOBILITY / PERSON POWER PLANNING

 PETER PRINCIPLE
 JOB CLASSIFICATION
 FORMAL / INFORMAL REQUIREMENTS
JOB EVALUATION
 COMPARABLE WORTH
o Male vs. female
 INTERNAL PAY EQUITY
o Compensable factors
o Compensable factors levels
o Factor weights
o Wage trend line: Points vs. Salary
 Over: overpaid
 Under: underpaid
 EXTERNAL PAY EQUITY
o Salary surveys
o Market position