Correctional officers (176 of 344 sampled) completed a task inventory that included 5 bogus tasks in a false reporting index. Degree of false report was related to the type of rating scale used. Overall, 45% indicated they performed tasks that were not part of the job. (SK)

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…

Presents a successful, systematic, legally defensible training needs assessment (TNA) and discusses the importance of conducting one. Includes sample materials. (JOW)

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,…

A total of 204 business students organized in committees evaluated jobs for accountability, knowledge and skills, and mental demands. The same position was rated more highly when held by a male rather than a female, regardless of whether the committee was predominantly male or female. The importance of anonymity of job holders when conducting job…

Presents fundamental principles of job analysis and a model approach for analyzing a job based on interviews with incumbents and identification of critical work behaviors, knowledge, skill, and abilities. The usefulness of job analysis in recruitment, hiring, training, compensation, and workforce planning is highlighted. (SK)

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.…

This article is concerned with the importance of effectively training job analysts and provides a framework for training the job analyst. It discusses why job analysts should be trained, what type of training is available, the basics of job analysis, group facilitation, practice job analysis sessions, independent training sessions, and the…

A study compared attitudes of 20 incumbent fire captains and 11 supervisors about critical aspects of a fire captain's job. Results showed that they agree substantially about the criticality of tasks and moderately agree about Fire Captain attributes. (Contains 41 notes and references.) (JOW)

Results of a national survey indicate that of the four job analysis methods considered, Task Analysis and Job Elements were more familiar, more frequently used, and more favorably evaluated than were Critical Incidents and the Position Analysis Questionnaire but that none of the methods fully meets the respondents' needs. (Author/IRT)

Describes a system, based on job analysis, to assess costs of reasonable accommodation to guarantee compliance with the Americans with Disabilities Act. Illustrates how job analysis is used to list and rate job functions and requisite abilities and to estimate costs of accommodation. (SK)

When knowledge, skills, and abilities of four job classes (secretarial/clerical, managerial/administrative, professional/technical, service) were identified, 68% of those determined important for managerial/administrative were also important for secretarial/clerical. Job analysis proved useful in identifying possible career paths, and potential…