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Proposed revision to Law Enforcement standard 21.1.1 Task Analysis

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

Law Enforcement Standard 21.1.1

(O O O O) Task Job Analysis

A written task job analysis of every class of full-time 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 critical important the work behaviors are; and
    4. the job-related knowledge, skills, and abilities needed to perform the work behaviors effectively.


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

The task 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.

Analyses should be guided by personnel, either inside or outside the agency, who possess training and/or experience in evaluating jobs. Incumbents and their first- and second-level supervisors should be viewed as significant sources of information concerning the employee classes under study.

The analyses should be reviewed periodically and updated when significant changes in the job employee 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 O O O)


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