At a recent meeting of the Standards Review and Interpretation Committee (SRIC) the committee directed staff to post for client comments the following proposed new standard.  Please post your comments prior to Friday January 22nd, 2021.

Proposed New Training Academy Standard 4.1.3

(O) Job Analysis

A written job analysis of every class of employee in the agency is conducted, maintained on file and includes, at a minimum:

  1. the work behaviors (duties, responsibilities, functions, tasks, etc.);
     
  2. the frequency with which the work behaviors occur;
     
  3. how important the work behaviors are; and
     
  4. the job-related knowledge, skills, and abilities needed to perform the work behaviors effectively.

Commentary

A task analysis is basic to proper human resource management. Analyses should be required for all classes of employees, both full-time and part-time, in the agency. Hiring, promotion, training, and job performance evaluation criteria should be informed by job analysis.

Pertinent information about work behaviors may be obtained through observation, individual or group interviews, content analysis of work products, and questionnaires. After the work behaviors have been defined either in terms of duties, tasks, functions, or other grouping scheme, a similar process should be employed to define the skills, knowledge, and abilities required of the employee in performing the important work behaviors.

The job analysis should produce information about the employee class that is specific, objective, comprehensive, and, most importantly, verifiable by independent review. The results of the study should be incorporated in job descriptions prepared by the agency.

The analyses should be reviewed periodically and updated when significant changes in the job classes occur, whether through attrition, modification, or deletion of duties and responsibilities, e.g., a job analysis review may be done in conjunction with changes in departmental functions, as a result of  staff inspection findings, or changes in organizational strategies. (O)

 

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