Job Analysis

Job analysis is the foundation for all assessment and selection decisions. To identify the best person for the job, it is crucial to fully understand the nature of that job. Job analysis provides a way to develop this understanding by examining the tasks performed in a job, the competencies required to perform those tasks, and the connection between the tasks and competencies.

Job analysis data is used to:

• establish and document competencies required for a job;
• identify the job-relatedness of the tasks and competencies needed to successfully perform the job; and
• provide a source of legal defensibility of assessment and selection procedures.

Information from a job analysis can also be used to determine job requirements, training needs, position classification and grade levels, and inform other personnel actions, such as promotions and performance appraisals.

For in-depth, step-by-step instructions for conducting a job analysis, please refer to Appendix G in the Delegated Examining Operations Handbook.

Training Presentations

• Learn more about how to conduct a job analysis with this presentation.
• Need help getting started? This checklist goes over six steps to conducting a job analysis.
• Need to conduct a job analysis for multiple grades of the same series? You can save time by following the steps in this checklist for conducting job analysis across multiple grades.

Related Information

• Delegated Examining Operations Handbook
• Uniform Guidelines on Employee Selection Procedures