Contents of job analysis checklist

A job analysis checklist can include elements as follows:

1. Job identity

• Job title
• Department
• Location or facility
• Number of incumbents

2. Purpose of position

• Why does this job exist?
• What is the job holder employed to achieve?

3. Key responsibility areas

• What are the major or significant activities involved in the job?
• What are the main areas of performance or responsibility?
• What level and standards of performance are expected of the job holder?

4. Organization

• Where does the position report?
• What other positions report there?
• What positions report to this job holder?
• How many staff and which business areas is this job holder responsible for?

5. Relationships

• Other than formal reporting relationships, who does the job holder work with inside the organization?
• What meetings does the job holder attend, both inside the organization and with suppliers, customers and others outside the organization?

6. Decision making

• What types of problems does the job holder deal with?
• How complex are these problems?
• Are they handled on the job holder’s own authority?
• What kinds of problems need to be referred higher in the organization?

7. Authority

• What authority does the job have?
• In personnel matters?
• In planning and budgeting?
• For purchasing decisions?
• For expenditure?

8. Knowledge required

• Areas of knowledge
• General disciplines
• Specialized expertise
• Formal education (how much)
• Experience (how long)

9. Skills required

• Mental (computational, analytical, abstract, etc.)
• Physical (visual, dexterity, etc.)
• Interpersonal (selling, counseling, supervising, etc.)

10.Physical demands

• Exertion; availability of support equipment
• Environment; heat, cold, humidity, noise
• Hazards
• Exposure to unpleasant conditions
• Motion

11.Special demands

• Work hours
• Travel
• Isolation

12.Sources of workers for this job

• From other jobs (identify)
• Apprenticeship programs (how long)
• Other companies; what type of work
• Hands-on training
• Job posting

13.Accountability

• Equipment value
• Assets
• Budgets and expenditures

14.Working conditions

• What is the environment in which the work is performed?
• Are there any special environmental demands or circumstances?

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This entry was posted on Wednesday, March 24th, 2010 at 6:44 am and is filed under Other job analysis methods. You can leave a response, or trackback from your own site.

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