CODESP Job Analysis and Description 4

Question 1

Which of the following is NOT a standard component of a job specification?

Accepted Answer

Organizational chart position

Answer

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:

Accepted Answer

A general description of duties and qualifications applicable to all positions in a job class

Answer

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?

Accepted Answer

Importance and frequency of performance

Answer

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?

Accepted Answer

Entry-level job analysis

Answer

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:

Accepted Answer

They elicit more specific and complete information about actual tasks performed

Answer

Probing questions follow up on vague responses to draw out detailed, specific information about how tasks are actually performed and what KSAOs they require.

CODESP - Cooperative Organization for the Development of Employee Selection Procedures Practice Test

CODESP - Cooperative Organization for the Development of Employee Selection Procedures Practice Test

CODESP Job Analysis and Description 4