Job Analysis & Evaluation Methods Flashcards
7 cards from real CCP practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.
Read the first 7 Job Analysis & Evaluation Methods flashcards as text
Which job analysis output document focuses on worker characteristics (education, experience, skills) rather than job tasks?
Answer: Job specification
A job specification details the minimum qualifications and human attributes required to perform the job successfully.
The O*NET system is primarily used for:
Answer: Providing standardized occupational information including tasks, skills, and work context
O*NET is a U.S. Department of Labor database offering standardized, comprehensive information on hundreds of occupations.
A company groups jobs into broad categories (Class I through Class V) based on general descriptions of increasing complexity. This is an example of:
Answer: Job classification
Job classification assigns jobs to predefined grades or classes based on overall descriptions, similar to the U.S. federal GS system.
In a whole-job ranking system, the paired comparison technique:
Answer: Compares every job against every other job to determine relative worth
Paired comparison systematically compares each job with every other job, tallying wins to establish a final ranking order.
Which term describes the process of adjusting job evaluation results to align with external market pay data?
Answer: Market pricing
Market pricing uses external salary survey data to determine the competitive pay value of jobs, which may override or modify internal evaluation results.
The 'critical incident technique' (CIT) in job analysis involves:
Answer: Documenting exceptionally effective or ineffective work behaviors that distinguish top performers from poor ones
CIT collects specific examples of outstanding or poor performance behaviors to define the key requirements for success in a job.
When a job analyst observes workers performing their duties without interacting with them, this technique is called:
Answer: Unobtrusive observation
Unobtrusive observation allows the analyst to gather data on actual job behaviors without influencing incumbents' actions through interaction.