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Job Analysis
Job Analysis is a process to identify and determine in detail the particular job duties and requirements
and the relative importance of these duties for a given job. An important concept of Job Analysis is that
the analysis is conducted on the job, not the person. While data will be collected from incumbents
through interviews or questionnaires, the product of the analysis is a description or specifications of the
job, not a description of the person.

The purpose of Job Analysis is to establish and document the job relatedness of employment procedures
such as hiring and selection, compensation, training and performance appraisal.

A typical method of Job Analysis is to give the incumbent(s) a simple questionnaire or to interview them
to identify job:

 Duties and tasks

 Environment
 Tools and equipment
 Relationships
 Requirements

The completed questionnaire is then used to develop a job description.

A Job Analysis Form follows.

DISCLAIMER: The following job analysis form is a sample. However, the final content must be
determined by the objectives and facts of each company. Furthermore, as the laws vary from state to
state the final content must be determined by the then current laws of each state. Please consult your
attorney should you need specific legal information or legal advice concerning job analyses.
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Job Analysis Form

Job Title: Department:

Location(s):

Reports to: Section:

Name of Employee interviewed/completing questionnaire for this analysis:

Job title: Date:

1. Basic Functions and Scope of Job: Please provide a brief summary of the main purpose of this
job and the prime reason for its existence. State briefly the scope of the job. Include quantitative
data when possible.

2. Work Performed: Describe in detail the duties performed. State specifically what is done, and
explain why and how. State the frequency of the duties performed.

Duties: Frequency:

3. Hours Worked: Describe the approximate number of hours worked/week.

4. Work Contacts: The extent to which the position requires the ability to gain cooperation, persuade
and influence other people. Indicate the level, frequency, difficulty and importance of work contacts.

Purpose Means of Importanc

Contacts Frequency
of Contact Contact
Difficulty
e
Immediate Peers
Peers on other depts.
Immediate manager
Managers in other
depts.
Executives
Customers
Other (please specify)
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4. Decision-Making Authority: Indicate level of discretion or authority allowed under company

policies, procedures and practices.

Type of Assignment: Extent of Supervision Received:

Works according to detailed instructions

Works under immediate, close supervision

Works according to standard

instructions

Work is subject to detailed, regular checks

Works according to well-defined

procedures

Completed work is checked during work cycle

Works according to established

procedures

Supervisor spot checks completed work

Determines work method from

alternatives

Completed work subject to subsequent review

Works according to existing method(s)

Devises work methods according to

general guidelines

General review by department head directives

Works under broad assignment

General review by senior management

Specify nature of assignments: Examples:

5. Supervisory responsibility: Extent to which employee controls, directs, or is accountable for

work of others.

Titles of employees supervised: Number supervised

6. Physical Effort: Amount of physical exertion expended in handling materials, tools, operating
machines or equipment. Identify tools, equipment, machinery, materials handled. Indicate % of work
time involved.

_____ Operates no tools, machines or equipment. No significant lifting.

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Tools/Machines/Equipment % of time used

Tools:

Equipment:

Machinery:

Materials Weight:

Position % of time in position

Walking

Standing

Lifting

Climbing

Pulling

Pushing

Cramped or confined space

Sitting

Laying down

Carrying weight

7. Work Conditions: Degree of exposure to work conditions.

Condition % of time

Dirt

Heat

Cold Extremes

Fumes

Smoke

Water

Noise
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Vibration

Grease, Oil

Dust, Shavings

Office Environment

8. Education and Training Required: Minimum academic, commercial, and technical qualifications
needed for performing duties of job.

High School Diploma/GED

Two year college (Associate’s Degree)

Trade or Technical School (Certificate or diploma)

Four year college (Bachelor’s Degree)

Graduate (Master’s Degree, JD or Ph.D.)

Certification (CPA, SPHR, etc.)

9. Years of Experience: Minimum previous experience required for performing duties of job.

0-1

1-3

3-5

5-more

10. Other requirements: Please list any other requirements needed for performing duties of job.

Languages

Office or other equipment

License, etc.

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