1. Job Analysis and Job Evaluation

2. Job Description Format
Job Title and DOT code
Brief summary
Work activities
Tools and equipment used
Work Context and work performance
Job Competencies
KSAOs needed at time of hire
KSAOs obtained through on-the-job training
Compensation Information

3. Physical Therapist 0 7 6 . 1 2 1 - 0 1 4 Example of DOT Code
Professional Category
Coordinating Data
Medical Division
Instructing People
Specific Job
Therapist Group
Precision Working

4. Job Description Sections
Brief summary
Work activities
Task Statements
Tools and equipment used
Work context
Work performance
Job competencies
Compensation information

5. Questions To Ask Before Conducting a Job Analysis
Who will conduct the job analysis?
Which employees should participate?
What types of information should be collected?
How should information be obtained?
Interviews
Observation
Job participation
task analyses
questionnaires

6. Conducting a Job Analysis Basic Steps
Step 1: Identify tasks performed
Step 2: Write task statements
Step 3: Rate task statements
Step 4: Determine essential KSAOs
Step 5: Select tests to tap KSAOs

7. Rating Scale Frequency 1 2 3 Importance
Task is not performed as part of this job 1
Task is seldom performed 2
Task is occasionally performed 3
Task is frequently performed
Importance
Unimportant. There would be no negative consequence if the task were not performed or not performed properly
Important: Job performance would be diminished if task were not completed properly
Essential: The job could not be performed effectively if the incumbent did not properly complete this task

8. Using the Ratings Create a chart summarizing the ratings
Add the frequency and importance ratings to form a combined rating for each task
Include the task in the final task inventory if:
Average rating is greater than .5 for both frequency and importance {or}
Combined rating is 2.0 or higher

9. Knowledge
A body of information needed to perform a task
Skill
The proficiency to perform a certain task
Ability
A basic capacity for performing a wide range if different tasks, acquiring a knowledge, or developing a skill
Other characteristics
Personal factors such as personality, willingness, interest, and motivation and such tangible factors as licenses, degrees, and years of experience

10. Job Analysis Questionnaires
Position Analysis Questionnaire (PAQ)
worker-oriented, standardized, P&P
Functional Job Analysis (FJA)
worker-oriented, what gets done and how
Job Element Approach
Determines KSAOs
Specific Task Inventories
Critical Incidents Technique (CIT)
Worker-oriented, non-standardized

11. Critical Incident Technique
Job incumbents generate incidents of excellent and poor performance
Job experts examine each incident to determine if it is an example of good or poor performance
3 incumbents sort incidents into categories
Job analyst combines and names categories
3 incumbents sort incidents into combined categories
Number of incidents per category provides an idea of the importance of each category

12. Job Evaluation Determining the Worth of a Job

13. Two Types of Equity Internal External
involves comparing jobs WITHIN a company to ensure people with the jobs worth the most money, are paid accordingly
employees want to be paid consistently with other workers in SAME company
External
involves comparing jobs with the same job in OTHER organizations to ensure same job is paid similarly
employees want to be paid consistently with workers in OTHER organizations

14. Which method to use? Ranking Method Point Method
jobs rank ordered on perceived overall worth and compensable factors
hard to find individuals to do this
used by gov’t for steps, grades in job families
Point Method
most common
points assigned for compensable factors
considers degrees
points compared with salary being paid and adjustments are made

15. Determining External Equity
Salary Surveys (Mercer, Hay Group)
Pay Equity for Protected Classes
Audits
within positions with similar duties
across jobs of similar worth as determined by job evaluation (points assigned)
Comparable Worth
various definitions