Goal is to describe all of the essential functions of

Goal is to describe all of the essential functions of the job to give a clear understanding of its
nature and level of complexity
o Each Task Statement includes:
1. Action verb – describes the actions performed
2. Object of the verb – person, data, or things affected by the action

3. Rationale or observable work product – the intended outcome or product of the
action
4. Materials, tools, procedures, or equipment used to carry out the action
5. The directions or guidelines under which the action is taken
o Ex. Here is an example of a task statement for a meeting planner position reflecting the 5
parts of a task statement:
(1) Interview (2) hotel, air and ground transportation vendors (3) to facilitate comparisons
between vendor offers for service (4) using meeting and travel reference guides (5) in
accordance with client’s instructions
 2. Job Analyst must identify the KSAOs needed to perform each task successfully
o Knowledge: a body of information, usually of a factual or procedural nature, that makes for
successful performance of a task
o Skill: An individual’s level of proficiency or competency in performing a specific task. Level
of competency is typically expressed in numerical terms
o Ability: A more general, enduring trait or capability an individual posses at the time her
first begins to perform a task
o Other Attributes: personality traits and other individual character tics that are integral to
job performance (ex. Reliable, dependability, holding a driver’s license)
 What’s required to do that job
 Example of KSAO:
o Knowledge of vendor pricing structures and policies to evaluate bids
o Skill to type 40 words per minute without error
o Ability to compile information from several sources
o Other : conscientious – completes work in a timely manner with attention to detail
 It’s important to have the incumbents or other SMEs rate the important of the identified KSAOs
o All tasks are not equal and they must be rated on importance
o KSAOs are important for in establishing training standards for the new hires to show what
the person must be capable of doing after a period of learning either through courses or on-
the-job training
o Some are more important
o Some are performed more frequently
 3. Finally the analyst creates a [Task x KAOs] matrix/table (see figure 4.2 pg. 132)
 This table/matrix provides a linkage between the KSAOs that are needed to perform tasks
effectively; it also provides the basis for developing a defensible selection system
o KSAOs are rated on Frequency, importance and accuracy
Structured Job Analysis Questionnaires and Inventories
 Require workers and other SMEs to respond to written questions about their jobs
 Respondents are asked to make judgements about:
o Activities and tasks
o Tools
o Equipment
o Working conditions involved in the job
 Questions can come from the Position Analysis Questionnaire (PAQ) or developed by the analyst
Task Inventories
 Task Inventories