This article argues for the need to differentiate between "professional" and "support" careers in fields of science, technology, engineering, mathematics, and medicine (STEMM). Using data from the Longitudinal Study of American Youth (LSAY), the article identifies important differences in the nature of the work and responsibility that…

How do people perceive occupations? Three empirical studies examined whether occupations are perceived in accordance with Holland's RIASEC model. The studies varied in measures (reported preferences, similarity judgments) and participants (university students, working adults, and university professors). Taken together, the findings indicate that…

The Position Classification Questionnaire (PCQ) and task inventory method (TI) were used to study the same work functions. PCQ divided functions into 16 classes for wage/salary determination. TI divided them into 28 classifications for training purposes. The two approaches were considerably different in their approach to how work should be…

Compares approaches to occupational analysis and develops a framework that identifies the role, skill, and function of each of the following dimensions: focus, conception of rationality, view of knowledge, concept of intelligence, learning process, individual/expertise relationship, enabling factors, psychological theory, model of social…

Addresses selecting among and using the numerous quantitative job classification procedures, with a focus on the decision-making tasks and practical difficulties that confront users of each. (Author/ABB)

A county personnel department undertook reclassification of all positions by collecting and using job analysis data to rewrite job descriptions. External pay equity and validated selection procedures resulted with only a modest increase in payroll costs. (SK)

Describes advantages and disadvantages of work evaluation methods: ranking, market pricing, banding, classification, single-factor, competency, point-factor, and factor comparison. Compares work evaluation perspectives: traditional, realist, market advocate, strategist, organizational development, social reality, contingency theory, competency,…

The terms roles, functions, and skills are based on different views of expertise. Functional analysis is normative and behaviorist. Skill analysis concentrates on interpersonal skills and the person in the role. Role analysis is the study of more than the job; it encompasses the human interactions involved in its performance. (SK)

Identifies problems in codifying vocational knowledge, including inappropriate dualisms such as theoretical versus practical and omission of important tacit knowledge. Outlines Polanyi's ideas about tacit knowledge and presents a knowledge taxonomy as a possible strategy for codification and advocates a holistic teaching approach. (Contains 52…

Examines job classification studies in public libraries, focusing on point-factor classification systems. Discusses job descriptions, job auditing biases, preparedness, what not to say to auditors, and the appeals process. Outlines typical factors in a job classification: decision-making, guidelines, education, experience, complexity, supervision,…

The study compares public sector and private sector comparable worth litigation. Findings suggest that private sector organizations use the job classification method less than public sector employers in the litigated cases. Pay and promotion were focal points in public cases; lack of training opportunities was more prevalent in the private sector.…

The author describes development of a new National Occupational Classification (NOC) system for Canada. The NOC will be supplemented by JOBSCAN, a database of skills, specializations, licenses, and education levels that represent both hiring criteria and occupational experience. (CH)

A new system for classifying occupations was introduced in 1998, reflecting changes to the world of work in recent decades, especially the shift towards more service-oriented and high-technology jobs. (Author)

Determined the extent to which direct judgments of similarity by supervisors and incumbents could provide the same job classification results as a more elaborate job analysis procedure. Results using hierarchical cluster analysis and multidimensional scaling analysis revealed that the global judgments and task-oriented data led to identical…

The purpose of this paper was to compare job classification decisions that are reached by using three different types of job analysis information: task-oriented, worker-oriented, and abilities-oriented. Practical implications of the findings of the study are presented. (Author/KC)