There are several methods that can be used to perform job analysis. All methods of
analysis have advantages and disadvantages, so each analysis situation must be
considered to determine the best method of analysis. Some of the types of job analysis
are briefly discussed below.
3.3.1 Verification Analysis. Verification analysis is the process of reviewing task lists
of similar job positions to extract task statements that match or nearly match the job being
analyzed. This method of job analysis should always be considered first. There are many
jobs within and external to the DOE community for which task lists have been developed.
Detailed operator job (and task) analyses have been conducted and are available for DOE's
reactor facilities. Additionally, industry analyses that can be adapted to many of the DOE
nuclear facility positions are available for many of the maintenance and technician
positions. Time can be saved by locating and using these lists, and with the help of
subject matter experts (SMEs) and instructional technologists, deciding which tasks apply
and which do not, and identifying the tasks that are different. Other sources of task lists
include DOE orders, Guide to Good Practices, DOE Handbooks and Standards, other DOE
facilities, commercial nuclear utilities, and vocational programs.
3.3.2 Document Analysis. Document analysis involves a systematic review of
operating and administrative procedures and other job related documents to develop a task
list. After an initial list is developed from these sources, SMEs validate the results and
select tasks for training using surveys, table top, or other consensus-based approaches to
determine facility needs. This method is especially appropriate when job responsibilities
are well documented by accurate procedures and other job-related documents. Often task
lists can be written directly from the list of procedures with little additional analysis.
3.3.3 "Traditional" Job Analysis. Traditional job analysis involves a combination of
research, job incumbent interviews, and surveys. The process typically involves the
following eight steps: (1) review available job information; (2) select and train job analysts;
(3) develop the task listing; (4) validate the task listing; (5) prepare the survey
questionnaire; (6) select the survey sample and conduct the survey; (7) analyze the survey