DOCUMENT RESUME ED 273 802 CE 045 013 TITLE A Guide to Job Analysis: A How-To Publication for Occupational Analysis. INSTITUTION Employment and Training Administration (DOL), Washington, D.C. PUB DATE Mar 82 NOTE 465p. AVAILABLE FROMMaterials Development Center, Stout Vocational Rehabilitation Institute, Menomonie, WI 54751 ($12.00). PUB TYPE Guides - Non-Classroom Use (055) EDRS PRICE MF01 Plus Postage. PC Not Available from EDRS. DESCRIPTORS Adults; Career Education; Employment Qualifications; *Job Analysis; *Job Skills; Job Training; *Occupational Information ABSTRACT 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, writing job descriptions, organization charts, and workflow charts. Part 2 describes the job analysis components of work performed and worker characteristics. The three chapters on work performed address these components: worker functions, work fields, and materials, products, subject matter, and services. Seven chapters on worker characteristics focus on these components: general educational development, job training time and specific vocational preparation, aptitudes, interests, temperaments, physical demands, and environmental conditions. Part 3 is devoted to job analysis forms and procedures and their use within the USES. The staffing table, job analysis report, and narrative report are discussed, and samples/examples are provided. Appendixes include a job analysis study flowchart, task analysis, examples of job descriptions, and a workflow chart. A 39-page bibliography and an index are provided. 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A GUIDE TO JOB ANALYSIS: A "How-To" Publication for Occupational Analysts Division of Occupational Analysis 1.Tnited States Employment Service Employment and Training Administration U. S. Department of Labor March 1982 3 FOREWORD BY MDC A Guide to Job Analysis is the result of a U.S. Department of Labor project initiated in 1978 by the New York Occupational Analysis Field Cen- ter. This publication, the product of that research, was submitted to the U.S. Department of Labor by the Utah Occupational Analysis Field Center in March, 1982. As of December, 1982, DOL was still conducting review activ- ities for the possibility of refining this publication. After discussions with representatives of the U.S. Department of Labor, the Materials Development Center, who printed and disseminated the 1972 Handbook for Analyzing Jobs, decided to publish this book. The meth- odologies in A Guide to Job Anal sis represent a major improvement in job analysis techniques t at shou d be made available to all professionals using job analysis. However, due to printing restrictions by federal agen- cies, the U.S. Department of Labor has no current plans for publishing this book. Refinements after further DOL activities, if any, can be accommodated in a supplement. Materials Development Center Stout Vocational Rehabilitation Institute University of Wisconsin-Stout 4 T?REFACE The importance of job analysis in our economy is increasing rapidly. It is essential for objectively analyzing the content of jobs and describing work in a standardized and easily understood manner. The job description, often a product of the job analysis process. is commonly used to ,Irovide information tcx new workers as well as to management. It is the basic document for employee orientation and job evaluation. Job matching is greatly facilitated by the use of standardized, quality job descriptions developed through job analysis. Occupational coding systems, which form the basis for job matching strategies, have their roots in job analysis. As jobs change and become more varied and complex, the use of job analysis remains vital in the development of training programs,in the preparation of career information for job seekers, and in the adaptation of tasks and equipment to the capabilities of the handicapped. Job analysis is also an integral part of developing culturally unbiased occupational tests and restructuring jthr (or various purposes. The 1972 Handbook for Analyzing fobs was designed as a procedural manual for occupational analysts. Based on experience gained from using that handbook, certain changes were determined to be needed. Therefore, it has been revised and expanded to meet those identified needs. Also, refinements have been made in the techniques; a modification of the interest factors resulted from research by the United States Employment Service (USES), Division of Testing; arid terminology for some job analysis components and factors has been revised to be more descriptive. This document, more appropriately called a guide, has becn expanded to more fully explain the job analysis approach used by the USES system and to make it more use7u1. A Guide to Job Analysis is divided into three sections: the first covers methodology and applications: the second describes the job analys.,k components of Work Performed and Worker Characteristics; and the last is devoted to job analysis forms and procedures, and their use within the USES. The guide was planned and coordinated by Lawrence Ruscher, Supervisor of the New York Occupational Analysis Field Cet ter, under the direction of the USES Division of Occupational Analysis. Acknowledgement is given to Jesse Behrens of the New York Field Center who wrote most of the first five chapters and did much of the initial editing. The final editing, lay out, and printing were done in the Utah Occupational Analysis Field Center under the supervision of Russell B. Bateson. J. Jeannine Farrington had the overall responsibility for publishing the volume; editing and formatting were done by Jerry! Carr; and Judith Adams did the phototypesetting. 5 The following individuals a iso participated at various stages of development of this guide: Beatrice O'Bryant Louis Mancinelli A. E. Bemdt Alvin Sachs Maurice Hill Ann Wagner Anthony Matukonis Phillip Morris J. Edmond Phillips Robert Gardner Stanley Rose Michael Swaim Maxwell Rosenzweig John Doyle Mildred Barker Julianna Safford Norman Kaienson J. Frederick Johnsen III David Knapp Phil M. Leigh Michael Lazor Wayne Olsen Acknowledgement is given to the Occupational Analysts of all of the Occupational Analysis Field Centers (0AFC's) and to the Division of Occupational Analysisstaff and others who completed questionnaires and prepared critiques of earlierdrafts. 6 iv 1 AISUL Ur CUM 1 LIN 13 PAGE Preface Part I. Job Analysis Studies 1 Chapter 1.Concepts, Principles, and Applications of Job Analysis 5 2.Conducting Job Analysis Studies 19 3.Writing Job Descriptions 37 4.Organization Charts 61 5.Workflow Charts 77 Part 2. Job Analysis Components 91 Work Performed Chapter 6.Worker Functions 95 7.Work Fields 121 8.Materials, Products, Subject Mawr, and Services 163 Worker Characteristics Chapter 9.General Edurational Development 229 10.Job Training Time and Specific Vocational Preparation 247 11.Aptitudes 2S5 12.Interests 313 13.Temperaments 321 14..Physical Demands 331 15.Environmental Conditions 349 Part 3. Job Analysis Reports of the U.S. Employment Service 355 Chapter 16.Staffing Table 359 17.Job Analysis Report 371 18.Narrative Report 413 Appendixes 419 Bibliography 435 Index 477 PART 1 JOB ANALYSIS STUDIES CHAPTER 1 CONCEPTS, PRINCIPLES, AND APPLICATIONS OF JOB ANALYSIS Page Definitions of Job Analysis Terms . 5 The Job as a Concept 6 Dimensions of a Job: The Job Analysis Components 8 Applications of Job Analysis 14 9 CHAPTER I CONCEPTS, PRINCIPLES, AND APPLICATIONS OF JOB ANALYSIS This chapter defines job analysis, the categories of information necessary for a complete analysis of a job, and related terms. It also covers the major principles and applications of job analysis. Later chapters describe ways in which these principles are applied. Definitions of Job Analysis Terms Job Analysis:In general, the gathering, evaluating, and recording of accurate, objective, and complete job data. Job analysis identifies and describes, in a systematic and comprehensive but succinct manner: What the worker does in terms of activities or functions. How the work is donethe methods, techniques, or processes involved, and the work devices used. Results of the workthe goods produced, services rendered, or materials used. Worker characteristic.s the skills, knowledges, abilities, and adaptabilities needed to accomplish the tasks involved. Contevt of the work in terms of environmental and organizational factors, and the nature of the worker's discretion, responsibility, or accountability.