CCP Job Analysis & Evaluation Methods 2 — Questions and Answers
Question 1: Which job analysis method requires incumbents to keep detailed logs of their daily tasks and time spent on each activity?
- Critical Incident Technique
- Work Diary/Activity Log (Correct answer)
- Functional Job Analysis
- Position Analysis Questionnaire
Correct answer: Work Diary/Activity Log
The work diary or activity log method asks incumbents to record their tasks and time allocation throughout the workday.
Question 2: In the point-factor job evaluation method, 'compensable factors' are defined as:
- The pay grades assigned to each job
- Job characteristics that add value and for which the organization is willing to pay (Correct answer)
- External market data used to price jobs
- Benefits and perquisites attached to a position
Correct answer: Job characteristics that add value and for which the organization is willing to pay
Compensable factors are job attributes—such as skill, effort, responsibility, and working conditions—that the organization values and compensates.
Question 3: The Hay Guide Chart-Profile Method evaluates jobs using which three primary factors?
- Skill, Effort, Responsibility
- Know-How, Problem Solving, Accountability (Correct answer)
- Education, Experience, Complexity
- Authority, Scope, Working Conditions
Correct answer: Know-How, Problem Solving, Accountability
The Hay Method uses Know-How, Problem Solving, and Accountability as its three universal compensable factors.
Question 4: A job evaluation committee reviews whole jobs and arranges them from highest to lowest value without scoring sub-factors. This describes:
- Point-factor method
- Factor comparison method
- Job ranking method (Correct answer)
- Job classification method
Correct answer: Job ranking method
Job ranking is the simplest evaluation method, ordering entire jobs by overall worth without analyzing individual factors.
Question 5: Which of the following is a primary advantage of structured interviews over unstructured interviews for job analysis?
- They take less time to conduct
- They yield consistent, comparable data across incumbents (Correct answer)
- They require no interviewer training
- They eliminate the need for observation
Correct answer: They yield consistent, comparable data across incumbents
Structured interviews use standardized questions, ensuring data can be reliably compared across multiple incumbents and positions.
Question 6: In job analysis, 'KSAs' stands for:
- Key Salary Adjustments
- Knowledge, Skills, and Abilities (Correct answer)
- Key Selection Attributes
- Knowledge Systems and Applications
Correct answer: Knowledge, Skills, and Abilities
KSAs—Knowledge, Skills, and Abilities—are the human attributes required to perform a job successfully.
Question 7: When using the factor comparison method, benchmark jobs serve what primary purpose?
- They set the maximum pay rate in the organization
- They anchor the evaluation scale by providing reference points with known market values (Correct answer)
- They define the fewest number of duties in the organization
- They eliminate subjectivity in job descriptions
Correct answer: They anchor the evaluation scale by providing reference points with known market values
Benchmark jobs have clear content and known market rates, providing anchor points against which all other jobs are evaluated.
CCP Job Analysis & Evaluation Methods 2
Which job analysis method requires incumbents to keep detailed logs of their daily tasks and time spent on each activity?