Job Analyses provide the means to identify essential job functions, determine minimum job qualifications and facilitate developing candidate selection criteria.
Performing a Job analysis is critical to comply with the Americans with Disabilities Act (ADA). Through job analysis an employer can determine the essential functions of a job as well as the criteria for determining whether an individual can accomplish the essential functions with or without reasonable accommodations.
Job Analysis Overview:
A job analysis is the process of gathering and analyzing information about the content and the human requirements of jobs, as well as, the context in which jobs are performed. This process is used to determine placement of jobs. The decision-making in this area is shared by units and Human Resources. Specific internal approval processes are determined by the unit’s organizational leadership.
Job analysis defines the organization of jobs within a job family (or classification). It allows units to identify paths of job progression for employees interested in improving their opportunities for career advancement and increasing compensation.
All new and existing positions will be assigned to a job family using the job analysis process. This process is designed to place positions into families based upon assigned duties, qualifications and competencies as measured by criteria found in bargaining unit job classifications.
Organizational unit leaders are encouraged to consult with Human Resources for guidance at any step in the job analysis process.