Validate the Task Listing

DOE-HDBK-1078-94

The job is broken down into duty areas that are part of the job

responsibilities;

Initial task lists are developed; and

Task statements are written to describe individual tasks.

Duty areas are groups of tasks that constitute a major subdivision of a job.

They integrate specific knowledge, skills, and abilities required by the job. An

example of a duty area for a reactor operator may be "the emergency core

cooling system;" for a cascade operator, "the cascade compressor lubricating

oil system;" and for a hot cell operator, "the cell ventilation system."

Examples of tasks for the above duty areas are "Start up the emergency core

cooling pump;" "Shift, inspect, and clean the lubricating oil strainers;" and

"Align the ventilation system for negative cell pressure," respectively.

Task statements should be written such that they are clear, complete, concise,

relevant, and stated at a consistent level. "Guidelines for Writing Task State-

ments" (Attachment 2) is a guide for preparing task statements and provides

examples of "dos" and "don'ts" for task statement development.

2.2.4 Validate the Task Listing. Validation of the initial task list can be

accomplished in numerous ways. A tabletop discussion using three or four

SMEs, job-qualified employees, and supervisors can provide reasonable

assurance that the initial task listing is accurate. Interviewing a limited

number of job incumbents may also be an appropriate method. The primary

concerns of the validation process are to ensure that:

All tasks performed are included on the task list;

The task statements accurately describe the tasks; and

Only those tasks associated with the job are included on the task list.

2.2.5 Prepare the Survey Questionnaire. Questionnaires are prepared for

distribution to job incumbents. They are used to verify the accuracy and

validity of the initial task list and identify which tasks will be selected for

training. Each questionnaire includes appropriate instructions for filling out

the form; a section for demographic information (personnel data); task

listings appropriately grouped by functional duty areas; rating scales

designed to gather information regarding the characteristics of each task;

and a listing of the tools, equipment, and references for task performance.

The job incumbent is asked during the survey to assign ratings in the

following categories: Task Importance, Task Difficulty, and Task Fre-

quency. The rating system is based on the criteria contained in "Task

Rating System" (Attachment 3). Clear, complete instructions should be