Offers recommendations for the conduct of practice analysis (i.e., job analysis) concerning these issues: (1) selecting a method of practice analysis; (2) developing rating scales; (3) determining the content of test plans; (4) using multi-variate procedures for structuring test plans; and (5) determining topic weights for test plans. (SLD)

Discussion of performance improvement focuses on work processes. Highlights include a definition of process; types of process steps, including operational and nonoperational; desired process characteristics, including high reliability and low variability; a comparison of two different processes; and suggestions for process improvement, including…

An appropriate job analysis will provide the dimensions on which a selection system can be built, the rationale for each of the assessment center exercises, and the rationales for other components. (Author/IRT)

Describes a seven-step model which illustrates a procedure for developing performance criteria that are specific to individual jobs. Discusses how it can be applied to the performance of teachers and other school personnel. (SR)

Points out that communication departments should ensure that students develop technological skills to increase their marketability. Provides brief descriptions of technology-related positions filled by communication graduates. (PD)

The purposes of this article are to describe a simple, yet comprehensive and universally applicable, flow process model for managing employee-job performance and to highlight some important features of this model which distinguish it from other models. (Author)

The Perceived Task Complexity Measuring Instrument can be used as a management training tool and can provide managers insights into their job environments. (Author/MLF)

Defines the strengths of an integrated personnel system and outlines its implementation, using functional job analysis as developed by Sidney Fine. (Author/RAA)

The structured interview format reduces the subjectivity and inconsistency inherent in traditional employment interviews. The process is based on job duties and requirements, is administered by a committee, is consistently applied to all applicants, and is documented for future reference. (SK)

The discussion of the use of systematic job evaluation to determine the value of each campus job and allocation of resources looks at employee perceptions and credibility; alternative methods; selecting and weighting compensable factors; validity and reliability; the computer's role; and job evaluation as a management tool. (MSE)

This document provides guidelines for conducting job analyses and writing job descriptions. It covers the following topics: the rationale for job descriptions, the terminology of job descriptions, who should write job descriptions, getting the information to write job descriptions, preparing for staff interviews, conducting interviews, writing the…

Designed as a procedural manual for occupational analysts, this guide explains the job analysis approach used by the United States Employment Service (USES) system. Part 1 covers methodology and applications. Five chapters define job analysis terms and discuss major principles and applications of job analysis, conducting job analysis studies,…

Suggests ways of improving productivity for public libraries faced with increased accountability, dwindling revenues, and continuing inflation. Techniques described include work simplification, work analysis, improved management, and employee motivation. (RAA)

Presents results of a Delphi study, conducted at the 1977 annual seminar of the National School Public Relations Association, to delineate the high priority tasks of a school district public relations officer or educational information specialist. (SJL)

Presents the nine basic abilities that need to be considered in examining the physical proficiency of job applicants and discusses methods for estimating more precisely the physical requirements of jobs. (IRT)