Job Analysis.

DOE-STD-1077-94

What are job incumbents expected to do?

What problems are they having?

Why are they having these problems? and

What is the best solution?

Needs analysis can be conducted on either a large or small scale. A large-scale needs

analysis evaluates performance problems at a facility or program level. A small-scale

needs analysis evaluates problems on a topic or specific incident level. The results of a

large-scale analysis are used to determine such things as:

Which employees at a facility need training.

What are the regulatory requirements for the job. and

What training should receive the most attention.

A needs analysis should be performed whenever new requirements are issued, when

job performance is below standards, or when requests for changes to current training or

for new training are received. An effective needs analysis should involve knowledgeable

personnel who know the requirements of the job and the standards of the performance

necessary to properly and safely perform it.

5.1.2 Job Analysis. A job analysis is a process of determining specific tasks

associated with performing a job. A job analysis can be used as a tool to identify tasks

that are critical to the competent performance of a job (i. e., important, difficult, or have a

high consequence of error associated with them). The tasks identified in a job analysis are

to be used as the basis for the development of training program objectives, curricula, and

evaluation

instruments.

5.1.3 Task/Content Analysis. Task/Content analysis is used to determine the

knowledge and skills associated with a task. Task/Content Analysis can be accomplished

using a variety of methods which include, but are not limited to: