At a recent meeting of the Standards Review and Interpretation Committee (SRIC) the committee directed staff to post for client comments the following proposed standard revision.  Please post your comments prior to Friday January 22^nd, 2021.

Communications Standard 3.1.1

(O O O) Task Job Analysis

A written task job analysis of every class of employee in the agency is conducted, maintained on file, and includes, at a minimum:

1. 1. the work behaviors (duties, responsibilities, functions, tasks, etc.);
   2. the frequency with which work behaviors occur;
   3. criticality of the job-related skills, knowledge, and abilities; how important the work behaviors are; and
   4. a documented review at least every three years the job-related knowledge, skills, and abilities needed to perform the work behaviors effectively.

Commentary

A task analysis is basic to proper human resource management. Analyses should be required for all classes of full-time employees, both full-time and part-time, in the agency. Hiring, promotion, training, and job performance evaluation criteria should be established informed by task job analysis.

Pertinent information about work behaviors may be obtained through observation, individual or group interviews, content analysis of work products, and questionnaires. After the work behaviors have been defined either in terms of duties, tasks, functions, or other grouping scheme, a similar process should be employed to define the knowledge, skills, and abilities required of the employee in performing the important work behaviors.

The task job analysis should produce information about the employee class that is specific, objective, comprehensive, and, most importantly, verifiable by independent review. The results of the study should be incorporated in job descriptions prepared by the agency.

Analyses should be guided by personnel, either inside or outside the agency, who possess training and/or experience in evaluating jobs. Incumbents and their first- and second-level supervisors should be viewed as significant sources of information concerning the employee classes under study.

The analyses should be updated reviewed periodically or and  updated when significant changes in responsibilities or duties in the job classes occur, whether through attrition, modification, or deletion of duties and responsibilities, i.e.g., they a job analysis review may be done in conjunction with changes in departmental functions, as a result of staff inspection findings, or changes in organizational strategies. (O O O)