WEBVTT 00:03.493 --> 00:04.903 - Hi, Eric! 00:05.250 --> 00:06.473 Come in, have a seat. 00:06.690 --> 00:07.740 - [Eric] How are you? 00:07.800 --> 00:09.358 - Good, how can I help you today? 00:09.358 --> 00:10.960 - Well, I have an employee 00:10.960 --> 00:12.600 that's leaving at the end of this month, 00:12.600 --> 00:15.400 and I want to bring a new person on as soon as possible. 00:15.910 --> 00:18.483 We just had a position description classified, 00:18.700 --> 00:21.523 and now we're told we need to complete a job analysis. 00:21.523 --> 00:22.870 What is a job analysis? 00:22.870 --> 00:24.523 It sounds complicated. 00:25.070 --> 00:26.043 - Great question. 00:26.300 --> 00:29.423 Job analysis is key to human resources management. 00:29.612 --> 00:31.520 It helps to lay the foundation 00:31.520 --> 00:33.900 for effective recruitment, selection, 00:33.900 --> 00:36.212 performance management, and career development. 00:36.212 --> 00:39.270 It's not only a legal requirement, but it's essential 00:39.270 --> 00:41.543 in selecting the best qualified candidate. 00:41.593 --> 00:44.454 Job analysis results in a clear understanding 00:44.454 --> 00:48.030 of the nature of the job, the critical job requirements, 00:48.030 --> 00:50.263 and the KSAs required to perform the job. 00:50.822 --> 00:54.313 - Makes sense, but it sounds time consuming. 00:54.758 --> 00:57.340 I want to get a new employee on as soon as possible 00:57.340 --> 00:58.590 so I can get 'em trained. 00:59.400 --> 01:01.280 - I understand your sense of urgency, 01:01.280 --> 01:03.250 and there are just two key elements 01:03.250 --> 01:05.363 to a successful job analysis: 01:05.690 --> 01:07.710 identifying the most important 01:07.710 --> 01:09.613 duties of the position to be filled, 01:09.860 --> 01:11.720 and identifying the knowledge, skills, 01:11.720 --> 01:13.930 abilities, and competencies required 01:13.930 --> 01:15.423 to accomplish those duties. 01:15.910 --> 01:17.220 You will work step by step 01:17.220 --> 01:19.723 with an HR specialist to accomplish this. 01:19.860 --> 01:23.030 As you provide the expertise regarding the position, 01:23.030 --> 01:25.340 the HR specialist will provide the expertise 01:25.370 --> 01:28.170 from the qualification and the classification standards. 01:28.790 --> 01:30.140 - So how do we get started? 01:30.738 --> 01:34.270 - There are eight key steps in the job analysis proccss. 01:34.430 --> 01:36.833 Step one: gather information. 01:37.150 --> 01:39.843 Use the official and current position description, 01:40.080 --> 01:42.033 review organization charts, 01:42.090 --> 01:44.293 review the skills of the previous incumbent. 01:44.699 --> 01:47.669 Step two: ask for assistance. 01:47.669 --> 01:50.433 Involve a Subject Matter Expert, or SME, 01:51.140 --> 01:53.910 and contact an HR professional for information 01:53.910 --> 01:57.700 on qualifications standards, classification standards, 01:57.700 --> 01:59.513 and evaluation statements. 02:00.225 --> 02:04.343 Step three: identify critical job duties. 02:04.730 --> 02:06.690 Identify and document three to five 02:06.690 --> 02:09.340 critical or major duties, which are duties 02:09.340 --> 02:11.263 that directly impact the mission, 02:11.420 --> 02:15.073 and occupy at least 25% of an employee's time. 02:15.735 --> 02:20.603 Step four: identify needed KSAs and competencies. 02:20.850 --> 02:22.853 For each critical or major duty, 02:22.970 --> 02:26.350 identify the essential knowledge, skill, ability, 02:26.350 --> 02:30.023 or competency required to successfully perform that duty. 02:30.900 --> 02:34.743 Step five: identify selective placement factors. 02:35.220 --> 02:39.170 After identifying the duties and the relevant KSAs 02:39.170 --> 02:41.540 and competencies, determine if there are 02:41.540 --> 02:44.940 any additional factors that a highly-qualified candidate 02:44.940 --> 02:47.523 must possess prior to starting the new position. 02:48.180 --> 02:51.750 Step six: validate KSAs and competencies 02:51.750 --> 02:53.223 to your assessment method. 02:53.540 --> 02:57.023 Ensure that each KSA and competency can be evaluated, 02:57.140 --> 02:59.710 and is ratable from information provided 02:59.710 --> 03:02.300 in an applicant's resume, and can be validated 03:02.300 --> 03:04.883 by an assessment tool, such as a questionnaire, 03:04.883 --> 03:07.803 an interview, reference checks, et cetera. 03:09.060 --> 03:12.443 Step seven: document your rating criteria. 03:12.870 --> 03:16.080 Arrange the non-selective KSAs and competencies 03:16.080 --> 03:20.720 in order of importance, using a 1, 2, and 3 rating scale, 03:20.720 --> 03:23.673 from most important to least important. 03:24.128 --> 03:28.000 Step eight: link job tasks to specific 03:28.100 --> 03:29.993 KSAs or competencies. 03:30.320 --> 03:33.283 For each KSA or competency identified, 03:33.540 --> 03:35.800 create a list of the important tasks 03:35.800 --> 03:38.183 and activities to perform on the job. 03:38.860 --> 03:41.020 I understand this is a lot of information, 03:41.020 --> 03:42.730 but your HR specialist is here 03:42.730 --> 03:44.403 to help you through this process. 03:44.420 --> 03:46.070 What other questions do you have? 03:46.400 --> 03:48.600 - Where can I go to review this information? 03:49.100 --> 03:52.113 - It's actually all mapped out on e-Workplace. 03:52.750 --> 03:55.563 You will go to the Supervisor's Reference Library, 03:55.593 --> 03:59.823 select DLA Hiring Managers Guides and Tools, 04:00.550 --> 04:04.053 and then select DOD Job Analysis Guide. 04:04.870 --> 04:06.720 We also have a template that we can use 04:06.720 --> 04:08.523 to complete the job analysis. 04:08.890 --> 04:10.570 - I will go and review the information 04:10.570 --> 04:11.440 and then I'll give you a call 04:11.440 --> 04:13.743 so we can set up a time so we can discuss.