- Create a draft listing
of important job components and associated knowledge/skills/abilities
(competencies) by reviewing classification documents, job specifications,
and other records describing the job and benchmarking other states
and/or federal agencies. Job components are major activities, duties,
functions, or responsibilities involved in performing the job.
- Interview a sample of
incumbents (conduct job audits) to verify and expand upon the draft
of important job components and competencies.
- Create a second draft
of important job components and associated competencies based on the
interviews.
- Have subject matter experts
review the second draft, and contribute additional information.
- Create a third draft of
important job components and associated competencies based on subject
matter expert input.
- Create a job analysis
questionnaire from the third draft and distribute it to a representative
sample of incumbents. The purposes of the questionnaire are to verify
the accuracy of the information, to assess the relative importance
of each job component and competency with respect to successful job
performance, and to determine whether the competencies are brought
to or acquired on the job.
- Create a final draft of
essential job components and linked competencies based on the compilation
and analysis of completed job analysis questionnaires. Some competencies
may link to multiple job components.
- Determine appropriate
testing tools for assessing the competencies.
- Have subject matter experts
review and approve the results.
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