CODESP Job Analysis and Description 4 — Questions and Answers
Question 1: Which of the following is NOT a standard component of a job specification?
- Minimum education requirements
- Required licenses or certifications
- Organizational chart position (Correct answer)
- Physical demands of the job
Correct answer: Organizational chart position
Organizational chart placement is part of the job's structural context, not a job specification; specifications focus on the qualifications and physical requirements needed by the worker.
Question 2: A 'class specification' in public sector HR is best described as:
- A performance evaluation form for a single employee
- A general description of duties and qualifications applicable to all positions in a job class (Correct answer)
- A union contract provision for pay scales
- A training curriculum for a specific department
Correct answer: A general description of duties and qualifications applicable to all positions in a job class
A class specification broadly describes the duties, responsibilities, and qualifications that apply to all positions within a particular job classification in the civil service system.
Question 3: When job analysts calculate a 'criticality index' for tasks, they typically combine which two ratings?
- Frequency and education required
- Importance and frequency of performance (Correct answer)
- Difficulty and time spent
- Pay grade and complexity
Correct answer: Importance and frequency of performance
The criticality index is most commonly computed by combining task importance ratings with frequency-of-performance ratings to identify which tasks are most critical to the job.
Question 4: Which approach to job analysis focuses on identifying the minimum qualifications needed to perform a job satisfactorily from day one?
- Competency modeling
- Entry-level job analysis (Correct answer)
- Task inventory analysis
- Hierarchical task analysis
Correct answer: Entry-level job analysis
Entry-level job analysis identifies the KSAOs required at the time of hire, excluding skills typically developed through on-the-job training after appointment.
Question 5: In a job analysis interview, using 'probing questions' is important primarily because:
- They allow the analyst to verify salary data
- They elicit more specific and complete information about actual tasks performed (Correct answer)
- They reduce the time needed for the interview
- They ensure the incumbent focuses on future duties
Correct answer: They elicit more specific and complete information about actual tasks performed
Probing questions follow up on vague responses to draw out detailed, specific information about how tasks are actually performed and what KSAOs they require.
Question 6: The primary purpose of a 'linkage study' in test development is to:
- Connect pay grades to market salary surveys
- Document which KSAOs are measured by which test items (Correct answer)
- Link test scores to training completion records
- Connect job families across departments
Correct answer: Document which KSAOs are measured by which test items
A linkage study systematically documents the relationship between specific KSAOs identified in the job analysis and the test items or exercises designed to measure them.
Question 7: Which job analysis technique uses structured questionnaires where incumbents rate tasks using standardized scales developed specifically for that method?
- Unstructured interview
- Task inventory with rating scales (Correct answer)
- Job observation checklist
- Focus group discussion
Correct answer: Task inventory with rating scales
Task inventory with rating scales provides incumbents with a pre-developed list of tasks and standardized rating dimensions, combining breadth of coverage with quantifiable data.
CODESP Job Analysis and Description 4
Which of the following is NOT a standard component of a job specification?