Job Analysis. Upon request, a copy of the job analysis shall be made available for review by the Union.
Job Analysis. QUESTIONNAIRE: Refers to the questionnaire approved by the
Job Analysis. QUESTIONNAIRE: Refers to the questionnaire approved by the Joint
Job Analysis. The systematic process of analyzing the duties of a position to identify the knowledges, skills, abilities and other characteristics (KSAOs) required for successful job performance.
Job Analysis. The Employer will conduct a job analysis to identify the knowledge, skills and abilities required for the position. These will be used to develop the evaluation criteria that will be used in the assessment questionnaire.
Job Analysis. The systematic procedure for gathering, documenting, and analyzing information about the content, context, and requirements of a job. The process identifies the basic duties and responsibilities, KSACs, and selective placement factors essential to perform the duties of the position, and provides the foundation for the development of all assessment tools.
Job Analysis. (a) Job Description Definition The purpose of a job description is to document the nature and level of the work required. This includes a short summary outlining the purpose of the job, and a list of the major duties, responsibilities and job requirements. A job is evaluated on the basis of the highest level of skill, responsibility, effort, and working conditions required to perform the primary functions of the job.
(b) Job descriptions will be written/reviewed: • when a new job is created, • new jobs will be reviewed within twelve months of their creation unless otherwise agreed to by the parties to confirm the accuracy of the job description, • when the duties and responsibilities have changed due to the introduction of new technology, legislative requirements or restructuring in the organization, • as part of regular Maintenance. It is the Employer’s responsibility to regularly review a job to determine if the required job duties and responsibilities have changed. The Employer will ensure that job descriptions accurately reflect required duties and responsibilities. The Employer will review all jobs every four
Job Analysis. In the administration of the Project, CONSULTANT shall utilize a content-oriented strategy of test validation. To support this approach the CONSULTANT shall conduct a careful and detailed job analysis update of the position of sergeant in the Overland Park Police Department, in which essential functions (e.g., important and frequently performed tasks) and the abilities, knowledge, and personal characteristics that underlie effective task performance are delineated. This job analysis update shall be a crucial component in providing necessary content-validity evidence for development of the testing instruments. CONSULTANT’S job analysis update shall include panel meetings involving incumbents and supervisors. CONSULTANT shall develop materials for panel meetings . Further, the job analysis component of the Project shall include analysis of data and development of a reading list and test plans. Through these procedures, CONSULTANT shall:
1. determine essential functions of the position of sergeant;
2. identify the knowledge, ability areas and personal characteristics critical to the performance of essential job duties and tasks;
3. specify the weights to be allocated to each test component, and
4. determine precise specifications for each test component. By using the methods described herein and below for developing the test plans, CONSULTANT shall eliminate any questions concerning the representativeness of the test items (written) and scenarios (oral) used in the selection process. CONSULTANT shall utilize the job analysis to develop a validation link from the task statements, to the task clusters, to the knowledge, ability and personal characteristic analysis, and finally to the test format or plan.
Job Analysis. QUESTIONNAIRE: Refers to the questionnaire approved by the Joint Standing Committee, identified within the Job Evaluation User’s Guide, and which is used by the JJEC and the Appeals Committee to identify such aspects as a Task Description, Education and Experience Requirements, Working Conditions, etc. for a position and which shall be completed by an incumbent and/or manager.
Job Analysis. The Employer will establish and maintain a job analysis for all positions within the bargaining unit. The analysis (analyses) shall be presented to the Union and shall become the recognized job analysis. Each new employee shall be provided a copy of the job analysis for her position within the first week after starting work. The employee and supervisor will discuss how that employee’s performance will be assessed within the context of that job analysis. The agreed analysis shall not become part of the Collective Agreement.
