Tennessee Department of Human Resources 1 Agenda Start Time End Time Activity 800 830 Introduction to Job Analysis 830 930 PreAnalysis Work 930 1000 Workshop 1 1000 1015 ID: 732329
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Job Analysis Processes Training
Tennessee Department of Human Resources
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Agenda
Start Time
End Time
Activity
8:008:30Introduction to Job Analysis 8:309:30Pre-Analysis Work9:3010:00Workshop # 1 10:0010:15Break10:1511:00Presentation by DOHR General Counsel 11:0012:00SME Meeting # 1 – Tasks 12:0013:00Lunch13:0014:00SME Meeting # 2 – Competencies/KSAs14:0014:30Workshop # 214:3014:45Break14:4515:00SME Meeting # 2 – Minimum Qualifications15:0015:30Post-Analysis Work15:3016:00Supplemental & Interview Questions
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Introduction to Job Analysis
Job Analysis General DefinitionsLegal Requirements Overview
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What is Job Analysis? – Definitions
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What is Job Analysis? – Definitions
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What is Job Analysis? – Uses
6Slide7
Legal Requirements Overview
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Legal Requirements Overview
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Legal Requirements Overview
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Required Documentation
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Job Analysis Toolkit
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Job Analysis Toolkit
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Job Analysis Process Flow Chart
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Pre-Analysis Work
Executive SponsorshipNotifying DOHR
Initiating a Job Analysis
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The Importance of Executive Sponsorship
15Slide16
Identifying an Executive Sponsor
16Slide17
Identifying an Executive Sponsor
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Identifying an Executive Sponsor
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Identify the Objectives of the Job Analysis
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Determine the Class Level
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Determine What Positions Belong in the Class
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Determine What Positions Belong in the Class
The problem is usually with the
WORK SYSTEMS
, not the classes themselves.
LEAN Initiatives are your friend!22Slide23
Determine What Positions Belong in the Class
23Slide24
Notifying DOHR
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Identifying Subject Matter Experts
*Rose v. Shinseki, 2009 U.S. Dist. LEXIS 89656 (S.D. Tex. Sept. 29, 2009)
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Identifying Subject Matter Experts
*Rose v. Shinseki, 2009 U.S. Dist. LEXIS 89656 (S.D. Tex. Sept. 29, 2009)
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Identifying Subject Matter Experts
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Identifying Subject Matter Experts
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Identifying Subject Matter Experts
If an individual does not possess all of these attributes, he or she fails the test of expertise.
This individual is NOT an appropriate SME!!!
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Identifying Subject Matter Experts
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Identifying Subject Matter Experts
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Identifying Subject Matter Experts
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Identifying Subject Matter Experts
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General Meeting Setup
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General Meeting Setup
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General Meeting Setup
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General Meeting Setup
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General Meeting Setup
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General Meeting Setup
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General Meeting Setup
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General Meeting Setup
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SME Meeting # 1 – Tasks
Intro to TasksTask Generation
Task Rating
Post-Meeting Work
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Conducting SME Meeting # 1
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SME Meeting # 1 Objectives
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Task Generation
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Task Generation
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Task Generation – Standard Method
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Task Generation - Alternate Method
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Organizing Tasks in Functional Areas
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Organizing Tasks in Functional Areas
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What is a task statement?
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What is a task statement?
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Examples of task statements
Note:
When in doubt, provide more rather than less detail
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Task Rating
54Slide55
Task Rating Scales
55Slide56
Task Rating (cont.)
56Slide57
Task Rating (cont.)
57Slide58
Post-Meeting Work
58Slide59
Post-Meeting Work (cont.)
59Slide60
SME Meeting # 2 – Competencies/KSAs
Intro to Competencies/KSAsCompetency/KSA GenerationCompetency/KSA Rating
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Conducting SME Meeting # 2
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SME Meeting # 2 Objectives
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Competency/KSA Generation
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Competency/KSA Generation
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Competency/KSA Generation
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Competency Generation
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KSA Generation
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What is a Competency?
Competencies are observable and measureable characteristics of a person that include using knowledge and demonstrating skills, behaviors, and abilities that contribute to improved job performance. Used to develop behaviorally based interview questions and performance assessments.
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Examples of Competencies
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What is a KSA (Knowledge, Skills, Abilities)?
Detailed individual knowledge, skills, and abilities specific to the given class
Used to develop supplemental questions for position, as well as specific technical questions for interview and performance management
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What is a KSA (Knowledge, Skills, Abilities)?
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Examples of Broad KSAs
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What is a Specific KSA statement?
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What is a Specific KSA statement?
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Specific KSA Qualifiers
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Broad KSAs vs. Specific KSAs
Note:
When in doubt, provide more rather than less detail
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Examples of Specific KSA statements
77Slide78
What is a Competency?
Knowledge
Skills
Abilities
CompetencyJob Performance78Slide79
What is a Competency?
Competency 1
Competency 3
Competency 5
Competency 2Job PerformanceCompetency 4Organizational Success79Slide80
What is a Competency/KSA?
Job Performance
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Everyone repeat after me:
THERE IS
NO SUCH THING AS
MULTITASKING!81Slide82
“Multitasking” is really a combination of:
Competencies:
Priority Setting
Process Management
Time ManagementKSAs:More than basic knowledge of relevant fieldsMore than basic skills in relevant activitiesInformation ordering abilityTime sharing ability82Slide83
Competency/KSA Rating
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Competency/KSA Rating (cont.)
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Competency/KSA Rating Scales
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Post-Meeting work
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Criteria for Using Competencies and KSAs for Selection
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SME Meeting # 2 – Minimum Qualifications
Setting Minimum Qualifications (OPTIONAL)
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Setting Minimum Qualifications
It is recommended that at this time you
DO NOT CHANGE
the Minimum Qualifications for current classes when updating an existing Classification Specification.(If you are changing MQs, a representative of Class/Comp will need to be present to provide guidance and assistance.)89Slide90
Setting Minimum Qualifications
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Setting Minimum Qualifications
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Setting Minimum Qualifications
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Setting Minimum Qualifications
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Post-Analysis Work
Finishing the Classification SpecificationExamples of Documentation
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Finishing the Class Spec
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Finishing the Class Spec
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Final Review
Note:
DOHR will NOT review the documentation for legality
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Competencies/KSAs & MQs in the selection process
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Competencies/KSAs & MQs in the selection process
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Generating a Position Posting
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Supplemental & Interview Questions
Generating Supplemental QuestionsInterview Question Training
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Generating Supplemental Questions
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Generating Supplemental Questions
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Generating Supplemental Questions
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Generating Supplemental Questions
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Generating Supplemental Questions
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Generating Supplemental Questions
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What Not to Ask…
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What Not to Ask…
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What Not to Ask…
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What Not to Ask…
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Generating Behaviorally Based Interview Questions from Competencies
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Points of Contact in DOHR
NAME
DOHR DIVISION
FAX
EMAILPHONEDanielle BarnesAssistant Commissioner/General Counsel741-7880danielle.barnes@tn.gov253-8967Lisa SpencerAssistant Commissioner/HR Operations
741-7880
lisa.spencer@tn.gov
532-3224
Ken Becker
Deputy Commissioner
532-0728
ken.becker@tn.gov
253-6207
Ritchie Worrell
Class/Comp
532-0728
ritchie.worrell@tn.gov
741-5561
Patsy McGee
Employee Relations
532-3209
patsy.mcgee@tn.gov
741-2799
Stephanie Penney
Recruiting Management Services
532-0728
stephanie.penney@tn.gov
532-5178
Trish Pulley
Strategic Learning Solutions
532-0728
trish.pulley@tn.gov
741-4126
Sheila Marchman
Technical Services
401-7685
shelia.marchman@tn.gov
741-2087
Eric Carroll
Organizational Performance
532-0728
eric.carroll@tn.gov
532-8909
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