IPMA - Module 4 - Classification
Job Analysis - ANS-The process of analyzing a job or occupation into its various
components, its organizational structure, work activities, and informational content.
Job Classification - ANS-This is used to categorize listings of duties and responsibilities,
assign a formal or working job title, place the job within the organizational framework,
and identify the essential functions required for successful job performance.
Task Analysis - ANS-Addresses the process of analyzing a particular task into various
elements, that is, performance steps; standards of performance; frequency, importance,
and complexity of tasks; and tools, equipment, materials, supplies, and technical or
professional skill requirements.
Typically used to determine the level of difficulty - ANS-Interpersonal communication,
decision-making, consequences of error, originality, supervision, required KSA's, variety
of work assignments
Whole Job Ranking - ANS-Relies on comparing the whole job against another job that is
commonly recognized as being properly classified. AKA - Benchmarking
Job Standards/Specifications - ANS-Relies on comparison of the target job against a
written standard or specification that generally defines/describes the tasks, level of
difficulty, complexity, etc. encompassed by a specific job classification.
Job Component Analysis - ANS-Relies on developing weighted criteria that are deemed
by the organization to be critical to organizational success. Typically, the criteria are
subdivided into degrees of value, which are assigned point values.
The type of data information that should be gathered about the aspects of a position -
ANS-Duties, Supervision, Decisions Made, Contact with Others, Physical
Requirements, Worker Requirements.
Types of data-gathering methodologies - ANS-Questionnaires, Position descriptions,
functional statements, organizational charts, focus groups, individual interview, research
, When conducting audit with employee - ANS-Place employee at ease, the tone should
be conversational and informal, the interview should be conducted at the employee's
worksite, explain the purpose of the interview
Job Standards/Specifications - ANS-A generalized description of a group of jobs, that
for classification purposes, have the same title.
When developing job standards include the following: - ANS-Class Title and numeric
code, class definition, examples of work, special requirements, experience and training
experience, and KSA's.
Class Title and Numeric Code - ANS-The title expressive of the generic occupation of
work and the code would distinguish each class in the job family.
Class definition - ANS-Describes all of the critical factors that distinguish this specific
class title from all other job titles
Examples of work - ANS-Examples of work actually performed, action statements that
depict work, representative statements of work normally performed at that level.
Knowledge, Skills and Abilities - ANS-Information concerning facts, principles,
procedures, rules. laws, or processes that is possessed in a manner that can be
evaluated or tested. The capability of using knowledge with competency. Involves the
proficient use of knowledge, or proficiency in a motor or physical work environment.
Experience and Training requirements - ANS-Includes the minimum experience,
education, and/or training which and applicant must possess.
Necessary Special Requirements - ANS-Examples would be licensure, certification, or
registration.
Duties Test - ANS-Involves determining whether the job falls into one of the three
categories: Executive, Professional, Administrative.
Salary level and basis test - ANS-If an employee makes less than $23,600 per year, or
$455 per week the job is non-exempt.
Executive jobs duties typically include - ANS-Regularly supervises two or more
employees and has management as the primary duty of the position. Has genuine input
Job Analysis - ANS-The process of analyzing a job or occupation into its various
components, its organizational structure, work activities, and informational content.
Job Classification - ANS-This is used to categorize listings of duties and responsibilities,
assign a formal or working job title, place the job within the organizational framework,
and identify the essential functions required for successful job performance.
Task Analysis - ANS-Addresses the process of analyzing a particular task into various
elements, that is, performance steps; standards of performance; frequency, importance,
and complexity of tasks; and tools, equipment, materials, supplies, and technical or
professional skill requirements.
Typically used to determine the level of difficulty - ANS-Interpersonal communication,
decision-making, consequences of error, originality, supervision, required KSA's, variety
of work assignments
Whole Job Ranking - ANS-Relies on comparing the whole job against another job that is
commonly recognized as being properly classified. AKA - Benchmarking
Job Standards/Specifications - ANS-Relies on comparison of the target job against a
written standard or specification that generally defines/describes the tasks, level of
difficulty, complexity, etc. encompassed by a specific job classification.
Job Component Analysis - ANS-Relies on developing weighted criteria that are deemed
by the organization to be critical to organizational success. Typically, the criteria are
subdivided into degrees of value, which are assigned point values.
The type of data information that should be gathered about the aspects of a position -
ANS-Duties, Supervision, Decisions Made, Contact with Others, Physical
Requirements, Worker Requirements.
Types of data-gathering methodologies - ANS-Questionnaires, Position descriptions,
functional statements, organizational charts, focus groups, individual interview, research
, When conducting audit with employee - ANS-Place employee at ease, the tone should
be conversational and informal, the interview should be conducted at the employee's
worksite, explain the purpose of the interview
Job Standards/Specifications - ANS-A generalized description of a group of jobs, that
for classification purposes, have the same title.
When developing job standards include the following: - ANS-Class Title and numeric
code, class definition, examples of work, special requirements, experience and training
experience, and KSA's.
Class Title and Numeric Code - ANS-The title expressive of the generic occupation of
work and the code would distinguish each class in the job family.
Class definition - ANS-Describes all of the critical factors that distinguish this specific
class title from all other job titles
Examples of work - ANS-Examples of work actually performed, action statements that
depict work, representative statements of work normally performed at that level.
Knowledge, Skills and Abilities - ANS-Information concerning facts, principles,
procedures, rules. laws, or processes that is possessed in a manner that can be
evaluated or tested. The capability of using knowledge with competency. Involves the
proficient use of knowledge, or proficiency in a motor or physical work environment.
Experience and Training requirements - ANS-Includes the minimum experience,
education, and/or training which and applicant must possess.
Necessary Special Requirements - ANS-Examples would be licensure, certification, or
registration.
Duties Test - ANS-Involves determining whether the job falls into one of the three
categories: Executive, Professional, Administrative.
Salary level and basis test - ANS-If an employee makes less than $23,600 per year, or
$455 per week the job is non-exempt.
Executive jobs duties typically include - ANS-Regularly supervises two or more
employees and has management as the primary duty of the position. Has genuine input
