1. Chapter 3 Worker Oriented Methods
Job Element Method
Position Analysis Questionnaire (PAQ)
Other Trait-Based Worker-Oriented Measures
THRESHOLD TRAITS ANALYSIS SYSTEM (TTAS)
ABILITY REQUIREMENTS SCALES (E. Fleishman)
OCCUPATIONAL REINFORCER PATTERN
MEHODS WITH SUBSTANTIAL ATT TO EQUIPMENT
Cognitive Task Analysis
Chapter 3 Worker Oriented Methods

2. Worker-Oriented Methods
Most “psychological”
Focus on KSAOs
Os = preferences, values, temperament, personality
Job Element
Blurs distinction between what gets done and abilities required to do it (elements not the same as FJA term)
PAQ
Well known in business...elements here means a finite list of things
Other trait-based methods
TTAS has a comprehensive “global” list of traits
Cognitive task analysis
Mental processes (where a lot of work is now and in the future)
Chapter 3 Worker Oriented Methods

3. Job Element Method (E. Primoff, OPM)
Most similar to work oriented
An element is combo of a behavior& evidence for it
CONTENT OF ELEMENTS
Behaviors: Cognitive, psychomotor and work habits
GATHERING INFORMATION
Requires experts
RATING SCALES
SMEs rate on
“barely acceptable” to “superior”
“trouble likely if not considered”
“practical” – to expect incumbent to have
DERIVED SCALES
Based on previous scales (above) to get “total value”, “item index” (for test), “training value”
ASSIGNING ELEMENTS TO CATEGORIES
5 levels of importance
RESEARCH ON JEM: THE J-COEFFICIENT
A ‘validity’ coefficient derived from human judgments
Can be useful is anyone takes the time to use the method
REMARKS ON JEM
An ability is whatever it takes to do it (circular reasoning)
Chapter 3 Worker Oriented Methods

4. Position Analysis Questionnaire (E. McCormick) S-O-R theory
Requires expert job analyst
Elements apply to all jobs
Why is this an advantage for job evaluation?
DEVLOPMENT AND STRUCTURE OF THE PAQ
194 items (now 300)
187 for attributes; 7 for pay concerns
Six major divisions (see table 3.4 p 74)
PAQ RESULTS
Good for job evaluation and FLSA
USES OF PAQ (objectives)
Standardize an approach to ID worker requirements
Job evaluation / disability considerations
Can this address any issues with your job?
RELIABILITY AND VALIDITY
Better agreement with same job/ less between jobs
Related to GATB mean scores (163 jobs)
RESEARCH ON THE PAQ: COMMON KNOWLEDGE EFFECTS
Inter-rater reliability in ‘90s for different types of raters
But the rater needs to be very familiar with the job itself
RECENT PAQ DEVELOPMENTS
cDOT
Chapter 3 Worker Oriented Methods

5. Other Trait-Based Worker-Oriented Measures
THRESHOLD TRAITS ANALYSIS SYSLTEM (33 traits)
F. Lopez (‘70)
Theoretically coherent
Trait oriented
Multipurpose
Legally defensible
For selection / training / description/ evaluation
Two sections: 1. can do 2. will do
Is this applicable to your job?
ABILITY REQUIREMENTS SCALES
E. Fleishman & Mumford
Generic human abilities
Abilities linked to tests for them
For selection and to build job families
OCCUPATIONAL REINFORCER PATTERN
Borgen, ‘88
Individual differences in what they need (e.g. recognition, working together / alone)
METHODS WITH SUBSTANTIAL ATTENTION TO EQUIPMENT
AET (ergonomics)
Job Components Inventory (entry level jobs; vocational guidance; training)
Chapter 3 Worker Oriented Methods

6. Cognitive Task Analysis
Cognitive psych: Mental activities must be inferred
Often difference (cognitive) ways to achieve the same outcome
TYPES OF KNOWLEDGE AND SKILL
Declarative vs. Procedural (what the difference?)
Generative knowledge (finding new relationships)
Self knowledge (know your limitations!)
K (acquired information) v. S (procedural)
Automated skills (fast and effortless)
Representational skills (mental models)
Decision making skills (Kahneman’s system I and system 2)
How experts complete their jobs
Chapter 3 Worker Oriented Methods

7. Chapter 3 Worker Oriented Methods
COGNITIVE TASK ANALYSIS METHODS
Interviewing
Team communication
Diagramming
Verbal report
Psychological scaling
A SIMPLE EXAMPLE
TSA screener (they are missing a lot these days)
the experienced ones develop a database of three dimensional rotated objects
RELIABILITY AND VALIDITY –difficult to assess
REMARKS ON COGNITIVE TASK ANALYSIS -Coming soon to a job near your
What is a task in your job that requires cognitive task analysis?
Chapter 3 Worker Oriented Methods