A job analysis is used to collect information about the duties, responsibilities, skills, work environment, and outcomes of a particular job. It involves reviewing current employee responsibilities, sample job descriptions, work duties, tasks, communicating key outcomes, and researching other similar jobs. The analysis informs the development of a job description which defines the essential functions, qualifications, and tasks of the role.

3. 
A job analysis is the process used to collect information about
the duties, responsibilities, necessary skills, outcomes, and work
environment of a particular job.
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The job analysis may include these activities:
 reviewing the job responsibilities of current employees,
 doing research and viewing sample job descriptions
highlighting similar jobs,
 analyzing the work duties, tasks, and responsibilities that need
to be accomplished by the employee filling the position,
 researching and sharing with other companies that have similar
jobs, and
 communicating the most important outcomes or contributions
needed from the position.

4. 
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Labor Market Resources
Equipment or Work Process Alternatives
Competing Demands for Funds and Space
Overall Goal or Program Priorities
Reorganization of Current Work
Responsibilities

5. 
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What are your staffing needs?
Where will this position fit within the current
organizational design?
Why will the job exist?
What are the qualifications needed?
What are the mental/physical tasks that will
be involved with this position?
What are the methods and or equipment that
will be used?

7. 
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Snapshot of a specific job
Legal document
Sets clear expectations for the employee
Provides an opportunity to clearly
communicate your organization’s direction
Tells the employee where he or she fits
inside of the big picture.
Helps organization’s employees, who must
work with the person hired, understand the
boundaries of the person's responsibilities.

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Job analysis information
Other staff
External sources (i.e outside agencies,
websites, professional requirements)
Existing job descriptions
Competency Profile (only as a guide- do not
copy word for word!!)
If reclassifying a position, use the current
employee as a resource.

9. 
These are the basic components of the job
description:
 Overall
position description with general areas of
responsibility listed,
 Essential functions of the job described with a
couple of examples of each,
 Required knowledge, skills, and abilities,
 Required education and experience,

10. 
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Identifying Information (i.e. department,
work hours, etc.)
Primary Purpose of the Organizational Unit
Primary Purpose of the Position
Change in Responsibilities or Organizational
Relationship
Description of Work
Competencies
Preferred Education and Experience
Organizational Chart

11. 
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A general description of the organizational
unit
Description of the programs and services to
be provided

12. 
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Summary of the job responsibilities
Brief paragraph
No specific details of responsibilities
Overall objective of the position
Example: Under the general supervision of the
department head, provides a broad range of
secretarial and office management services
in support of teaching, research, and
administrative functions of the department.

13. Organizational changes, restructuring,
change in duties
 Be specific
 How does it affect position?
 How does it affect relationships within the
unit?
Example: Due to the restructuring of the department, this
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position will now be assigned budgetary functions to
include various line item accounts such as travel,
equipment, and supplies. These functions were previously
assigned to position 123456, Accounting Technician
Contributing. Position 123456 will not be filled and will be
abolished.

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Detailed description of duties to be assigned
Related to competencies required
Discuss supervisory responsibilities,
complexity, accountability, etc.
List in order of importance
Percentage of time assigned
Indicate how this will be measured

15. Brief summary of the competencies needed
for the position
 List technical, educational, managerial,
physical, etc.
 Do not copy description of work or
competency profile
Example: The employee must be able to work effectively with
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people in a constantly changing environment, communicate
clearly with others, be comfortable training users, and have
considerable knowledge and understanding of computer
technology and how it relates to libraries. He/she must possess a
thorough knowledge of operating systems, and the capabilities
and limitations of computer and peripheral equipment. In
addition, he/she must have a thorough knowledge of the
principles and techniques of computer applications and
documentation; the ability to comprehend, analyze, and
interpret programming needs.

16. 
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Must be no less than professionally qualified
May include specific certifications
May include specific training or skills
Example:
Additional training and experience include one
year programming experience with a working knowledge of
at least one high-level programming language such as C++,
Cold Fusion, C#, or PHP; working knowledge of relational
database systems such as MS SQL, Oracle, MySQL, or
Sybase; web development experience; knowledge of
designing relational databases, HTML programming
experience; experience in an academic library preferred.

17. 
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Job Change
New Leadership
Prior to Posting Vacant Position
Reorganization
Should be reviewed every year during annual
evaluation period to assess changes