Transcript East Carolina University Department of Human Resources  A job analysis is the process used to collect information about the duties, responsibilities, necessary skills,

East Carolina University
Department of Human
Resources

A job analysis is the process used to collect information about the
duties, responsibilities, necessary skills, outcomes, and work
environment of a particular job.

The job analysis may include these activities:
 reviewing the job responsibilities of current employees,
 doing Internet research and viewing sample job descriptions
online or offline highlighting similar jobs,
 analyzing the work duties, tasks, and responsibilities that need
to be accomplished by the employee filling the position,
 researching and sharing with other companies that have similar
jobs, and
 communicating the most important outcomes or contributions
needed from the position.
 Labor
Market Resources
 Equipment or Work Process Alternatives
 Competing Demands for Funds and Space
 Overall Goal or Program Priorities
 Reorganization of Current Work
Responsibilities
 What
are your staffing needs?
 Where will this position fit within your
current organizational design?
 Why will the job exist?
 What are the qualifications needed?
 What are the mental/physical tasks that will
be involved with this position?
 What are the methods and or equipment that
will be used?
 Snapshot
of a specific job
 Legal document
 Sets clear expectations for the employee
 Provides an opportunity to clearly
communicate your organization’s direction
 Tells the employee where he or she fits
inside of the big picture.
 Helps organization employees, who must
work with the person hired, understand the
boundaries of the person's responsibilities.
 Job
analysis information
 Other staff
 External sources (i.e outside agencies,
websites, professional requirements)
 Existing job descriptions
 Competency Profile (only as a guide- do not
copy word for word!!)
 If reclassifying a position, use the current
employee as a resource.
 These
are the basic components of the job
description:




Overall position description with general areas of
responsibility listed,
Essential functions of the job described with a
couple of examples of each,
Required knowledge, skills, and abilities,
Required education and experience,
 Identifying
Information (i.e. department,
work hours, etc.)
 Primary Purpose of the Organizational Unit
 Primary Purpose of the Position
 Change in Responsibilities or Organizational
Relationship
 Description of Work
 Competencies
 Preferred Education and Experience
 ADA Checklist
 Organizational Chart
A
general description of the organizational
unit
 Description of the programs and services to
be provided
 Summary
of the job responsibilities
 Brief paragraph
 No specific details of responsibilities
 Overall objective of the position
Example: Under the general supervision of the
department head, provides a broad range of
secretarial and office management services
in support of teaching, research, and
administrative functions of the department.
 Organizational
changes, restructuring,
change in duties
 Be specific
 How does it affect position?
 How does it affect relationships within the
unit?
Example: Due to the restructuring of the department, this
position will now be assigned budgetary functions to
include various line item accounts such as travel,
equipment, and supplies. These functions were previously
assigned to position 123456, Accounting Technician
Contributing. Position 123456 will not be filled and will be
abolished.
 Detailed
description of duties to be assigned
 Related to competencies required
 Discuss supervisory responsibilities,
complexity, accountability, etc.
 List in order of importance
 Percentage of time assigned
 Indicate how this will be measured
 Brief
summary of the competencies needed
for the position
 List technical, educational, managerial,
physical, etc.
 Do not copy description of work or
competency profile
Example: The employee must be able to work effectively with
people in a constantly changing environment, communicate
clearly with others, be comfortable training users, and have
considerable knowledge and understanding of computer
technology and how it relates to libraries. He/she must possess a
thorough knowledge of operating systems, and the capabilities
and limitations of computer and peripheral equipment. In
addition, he/she must have a thorough knowledge of the
principles and techniques of computer applications and
documentation; the ability to comprehend, analyze, and
interpret programming needs.
 Must
be no less than Minimum T&E for Class
 May include specific certifications
 May include specific training or skills
Example: Additional training and experience include one
year programming experience with a working knowledge of
at least one high-level programming language such as C++,
Cold Fusion, C#, or PHP; working knowledge of relational
database systems such as MS SQL, Oracle, MySQL, or
Sybase; web development experience; knowledge of
designing relational databases, HTML programming
experience; experience in an academic library preferred.
 Job
Change
 New Leadership
 Prior to Posting Vacant Position
 Reorganization
 Should be reviewed every year during annual
evaluation period to assess changes