Types of Job Analysis

DOE-HDBK-1076-94

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