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Job Analysis & Job Description 
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The job analysis and job description project must be about USA. You must conduct a job requirements job analysis using an interview technique for any job/incumbent of your choosing. Choose someone who is currently employed in a position You should complete each of the following ten activities. Items listed below each activity are the deliverables you should include in your assignment..

Gather      job information from at least 2 sources other than the job incumbent. This      can include internal documents or external sources (e.g., existing job      descriptions, performance evaluation forms, other internal/external      documents, O*Net descriptions, supervisor interview, observation, etc.).      See pp. 168-173 in      your textbook for help.

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Description       of methods & sources used with copies where applicable.

Gather      additional job information by interviewing the job incumbent (this should      not be done until #1 has been completed). 

Interview       questions used.
Notes       taken during interview.

Using      the information you gathered in Items 1 & 2 above, write task      statements for the job using the format and guidelines presented in class      and the text (i.e., sentence analysis). The job incumbent should not be      included in this process.

Sentence       analysis of task statements in table form.

The      job incumbent (i.e., subject matter expert) will then rate the task      statements on their frequency and criticality to the job. 

Rating       forms completed by incumbent.

Determine      a decision rule for retaining tasks for a final list. Task statements should      then be grouped into task dimensions. I will see your final task      statements and dimensions in your job description (Item 10 below).

An       explanation of method for determining final task list (i.e., decision       rule used).

Develop      a list of knowledge, skills, abilities, and any other job criteria needed      for each essential task retained from conducting items 1 through 6.

The      job incumbent will then rate the KSAOs on their importance and need for assessment      during recruitment and selection. 

Rating       forms completed by incumbent.

A      decision rule should be determined for retaining KSAOs for a final list.

An       explanation of method for determining final KSAO list (i.e., decision       rule used).
Job       requirements matrix, including task dimensions, KSAOs, & ratings (see       Exhibit 4.3 on p. 158).

Identify      job context requirements. I will see these in your job description.

Develop      a job description and job specification.

Job       description and job specification (follow format on p. 169).

Below PAGE 169

CHAPTER FOUR Job Analysis and Rewards 169
EXHIBIT 4.11 Example of Combined Job Description/Specification
Works with children with disabilities and their families to identify
developmental strengths and weaknesses, develop rehabilitation plans, deliver and coordinate rehabilitation activities, and evaluate effectiveness of those plans and activities.
1. Assessment 10%
Administer formal and informal motor screening and evaluation instruments to conduct assessments. Perform assessments to identify areas of strengths and need.
2. Planning 25%
Collaborate with parents and other providers to directly develop the individualized family service plan. Use direct and consultative models of service in developing plans.
3. Delivery 50%
Carry out individual and small-group motor development activities with
children and families. Provide service coordination to designated families. Work with family care and child care providers to provide total services. Collaborate with other staff members and professionals from community agencies to obtain resources and specialized assistance.
4. Evaluation 15%
Observe, interpret, and report on client to monitor individual progress. Assist in collecting and reporting intervention data in order to prepare formal program evaluation reports. Write evaluation reports to assist in developing new treatment strategies and programs.
1. License: 2. Education:
3. Experience: 4. Skills:
License to practice physical therapy in the state B.S. in physical or occupational therapy required; M.S. preferred Prefer (not required) one year experience working with children with disabilities and their families Listening to and interacting with others (children, family members, coworkers) Developing treatment plans Organizing and writing reports using Microsoft Word
JOB CONTEXT: Indoors, office, business clothes, no environmental or job hazards.
EXHIBIT 4.12 Criteria for Guiding Choice of Job Analysis Methods
Method Sources Advantages and Disadvantages
Prior information
Task questionnaire
Committee or task force
Current job descriptions Training manuals Performance appraisals O*NET
Trained job analysts or HR professionals watch incumbents perform the job
HR professionals discuss job requirements with job incumbents and managers
Job incumbents, managers, and HR professionals fill in a standardized form with questions regarding job
Managers, representatives from HR, and incumbents meet to discuss job descriptions
Readily available Inexpensive External sources may not match jobs in your organization Focus is on how jobs have been done previously, not how they
will be done in the future
Thorough, rich information Does not rely on intermediary information sources Not appropriate for jobs that are largely mental in character Incumbents may behave differently if they know they’re being
Takes the incumbent’s knowledge of the position into account Time-consuming and costly Quality depends on the knowledge and ability of the
interviewee and skill of the interviewer
Standardized method across a variety of jobs Can combine information from large numbers of incumbents
quickly Developing questionnaires can be expensive and
time-consuming Requires that incumbents be capable of completing the forms
Brings expertise of a variety of individuals into the process Increases reliability of the process Enhances acceptance of the final product Significant investment of staff time
CHAPTER FOUR Job Analysis and Rewards 173

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