Job analysis

A job analysis is the process by which information is gathered in an attempt to describe tasks performed for a given job, as well as the environment in which these behaviors are performed. The end product of a job analysis is often called a “job description.” Keeping job analysis data up to date is actually required by law.


For this project you are to conduct a simplified job analysis on the job of your choice. It may be a current or previous job that you have held for at least 6 months, or it may be another position altogether, in which case you will need to interview a job incumbent. Based on the collected information, you will create a job description that identifies the position’s
(1) tasks/responsibilities, (2) KSAOs, (3) required education, licensure, or certifications,
(4) required tools and equipment, (5) working conditions, and (6) reporting structure. Additionally, several critical incidents should be highlighted as well as relevant potential predictors and measures of performance.




  1. Choose a job to analyze. A simpler, less complex, position is preferable.


  1. Gather information about the position, either by writing down details from your own experience or by interviewing one person who holds this job title. Each incumbent should have held the job for at least six months (this avoids problems with someone who is too new to be able to provide detailed information about his/her position).


  1. Complete the noted information below.


Steps in the Job Analysis


  1. Gather task information.


  1. Obtain background information on the job from the Dictionary of Occupational Titles, the O*NET and any other information sources you may have (including your own knowledge). Remember – do not just copy and paste this info – it is a starting point, must be modified for accuracy, and cited when used. Your final job analysis needs to reflect your original work.


  1. Develop a list of tasks performed by the people who hold the job. You can do this a number of ways. You can start with information from the DOT and then interview your incumbents. You could ask them to describe a typical day/week in their job in terms of tasks performed, or if they are willing, you could have them keep a diary of tasks they perform for a few days (this can be very time consuming).


  1. Ask additional questions to learn about things like (1) working conditions, (2) general environment, (3) education requirements, (3) machines and equipment used, and (4) supervision received, supervisory tasks/responsibilities, and minimum qualifications.


Basic information that you should include:

  • NAME
  • DATE
  • TASKS/RESPONSIBILITIES (List tasks/responsibilities in order of importance; action verb – object – modifier statements work best.)
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