Analyzing and Documenting Your Job Analysis What do we do with all this information???
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Analyzing and Documenting Your Job AnalysisWhat do we do with all this information???
Method Sample Results Quantitative vs. qualitative
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Available Guidance
Uniform Guidelines on Employee Selection Procedures (www.uniformguidelines.com)
Principles for the Validation and Use of Personnel Selection Procedures (published by the Society for Industrial and Organizational Psychology)
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Method How did you collect the data?
Interviews Observation Questionnaire Other
What was your procedure? Was it consistent across events?
Include any documents used as part of the process Interview/observation protocols Task questionnaires
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Sample
Who provided the job information? Who did you talk to, observe, interview? Are these people representative of your
population as a whole? Provide demographic information as relevant,
while still protecting identity of respondents.
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2005 Study:Questionnaire Response 79% (226) of the FBN workforce responded to the
questionnaire !!!
Responses were evenly distributed across the bureaus, grades and tenure groups.
Distribution of responses, tracking to particular job categories, made sense compared with current bureau staffing information.
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Gender
GENDER
1 .4 .4 .4
88 38.9 38.9 39.4
137 60.6 60.6 100.0
226 100.0 100.0
Female
Male
Total
ValidFrequency Percent Valid Percent
CumulativePercent
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TenureTENURE
76 33.6 33.6 33.6
3 1.3 1.3 35.0
61 27.0 27.0 61.9
2 .9 .9 62.8
34 15.0 15.0 77.9
1 .4 .4 78.3
6 2.7 2.7 81.0
43 19.0 19.0 100.0
226 100.0 100.0
+10-20
+10
+20-35
+20
+3-10
+3
+35
0-3
Total
ValidFrequency Percent Valid Percent
CumulativePercent
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BureauBUREAU
20 8.8 8.8 8.8
24 10.6 10.6 19.5
3 1.3 1.3 20.8
19 8.4 8.4 29.2
5 2.2 2.2 31.4
1 .4 .4 31.9
33 14.6 14.6 46.5
16 7.1 7.1 53.5
10 4.4 4.4 58.0
11 4.9 4.9 62.8
1 .4 .4 63.3
10 4.4 4.4 67.7
19 8.4 8.4 76.1
21 9.3 9.3 85.4
30 13.3 13.3 98.7
3 1.3 1.3 100.0
226 100.0 100.0
Abidjan
Amman
Asuncion
Bangkok
Islamabad
Jakarta
London
Nicosia
Okinawa
Panama City
Port-au-Prince
Pretoria
Seoul
Tel Aviv
Vienna
Warsaw
Total
ValidFrequency Percent Valid Percent
CumulativePercent
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Results
What are the important tasks and/or KSAOs for your purpose?
How do you know that? Provide information that will allow the audience to
determine if they agree with your assessment. With quantitative data, present at least means
and standard deviations. Thoughts on determining and presenting results
with qualitative data?
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Example Descriptive Stats
Descriptive Statistics
13 5.00 14.00 10.5385 2.93301
10 4.00 13.00 9.8000 3.01109
6 3.00 12.00 9.3333 3.44480
8 2.00 15.00 9.1250 5.05505
12 3.00 15.00 9.3333 4.84924
6 2.00 14.00 9.0000 5.32917
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E1_crit
E2_crit
E3_crit
E4_crit
E5_crit
E6_crit
Valid N (listwise)
N Minimum Maximum Mean Std. Deviation
Note: Criticality scores (2*I + F) should range from 3-15.
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Another example: larger sample size
Descriptive Statistics
152 5.00 15.00 13.9671 1.87142
130 2.00 15.00 11.5538 3.47764
148 3.00 15.00 12.9122 2.90655
154 5.00 15.00 13.5779 2.24273
129
H1_crit
H2_crit
H3_crit
H4_crit
Valid N (listwise)
N Minimum Maximum Mean Std. Deviation
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Task Category Ratings by Cluster
0
0.5
1
1.5
2
2.5
3
3.5
4
4.5
5
Cluster 1
Cluster 3
Cluster 4
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Task Category Ratings by Cluster
0
0.5
1
1.5
2
2.5
3
3.5
4
4.5
5
Cluster 1
Cluster 3
Cluster 4
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Task Category Ratings by Cluster
0
0.5
1
1.5
2
2.5
3
3.5
4
4.5
5
Cluster 1
Cluster 3
Cluster 4
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Task Category Ratings by Cluster
0
0.5
1
1.5
2
2.5
3
3.5
4
4.5
5
Cluster 1
Cluster 3
Cluster 4
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Level of Agreement
Important part of presenting results. If you have low agreement, need to
determine the sourceError?Real variance?Are there individual characteristics related to
the variance (for example, experience) Quantitative vs. qualitative approaches
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Job Descriptions
First product that is often developed from job analysis data
Should be fairly short and contain Job title Job summary Duties and tasks Qualifications Work conditions
Stability of job descriptions