Job Analysis

DOE-HDBK-1074-95

management or engineering) is being analyzed, a technique called

functional analysis can be used. Rather than conducting a job

analysis to identify specific tasks, major functions within the position

are identified. After the competencies necessary to perform the major

functions are identified, those competencies can be analyzed to

determine objectives for training. Functional analysis can be

conducted using the techniques described in this handbook.

2.3.3 Job Analysis

Job analysis is a process which develops a list of tasks for a specific

job or position. Job analysis provides reasonable assurance that

tasks essential to safe operation are identified for training. It also

identifies tasks that are vital to facility operation and tasks that are of

lesser consequence. This information helps management assign

resources where they are most needed.

Job analysis involves developing a task list, selecting tasks for training

and determining the appropriate level (train and/or overtrain), and

validating the results. There are many approaches to accomplishing

these three steps. Some techniques (such as those described in

DOE/EP-0095, Guidelines for Job and Task Analysis for DOE Nuclear

Facilities) can be relatively elaborate, and while they may provide a

somewhat higher level of confidence in the validity of their results,

these techniques are both time consuming and expensive. Highly

formal techniques should only be used for jobs that are exceptionally

hazardous and when other less expensive approaches will not work

because of complexity of the task or absence of reference sources

(e.g., SMEs, procedures, and other technical documentation). More

efficient and less complex techniques (e.g. table-top job analysis)

should be used whenever possible. Use of the table-top job analysis

technique will generate acceptable results in a short period of time.

As a general rule, the lower the impact improper performance of a job

has on environmental, safety, and economic factors, the less elaborate

the analysis technique should be.

The following are examples of documents that should be reviewed to

determine job scope and/or performance requirements when

conducting job analysis.