USA Job Analysis and Descriptions 5 — Questions and Answers
Question 1: An employer requires a college degree for a warehouse position but has no evidence that degree-holders perform better. This practice could be challenged under which legal theory?
- Disparate impact (Correct answer)
- Disparate treatment
- Constructive discharge
- Wrongful termination
Correct answer: Disparate impact
A neutral requirement that disproportionately screens out a protected class and lacks job-relatedness evidence can constitute unlawful disparate impact discrimination.
Question 2: What does it mean for a job requirement to be a 'bona fide occupational qualification' (BFOQ)?
- It is a characteristic that is reasonably necessary to the normal operation of a particular business and is legally permitted even if it excludes a protected class (Correct answer)
- It is a preference listed in a job description that carries no legal weight
- It is a qualification that all federal employees must possess
- It is a union-negotiated requirement that cannot be changed without collective bargaining
Correct answer: It is a characteristic that is reasonably necessary to the normal operation of a particular business and is legally permitted even if it excludes a protected class
BFOQs allow employers to lawfully use otherwise-prohibited criteria (e.g., sex, religion, national origin) when they are genuinely essential to job performance.
Question 3: Which of the following best illustrates the difference between a 'duty' and a 'task' in job analysis terminology?
- A duty is a broad area of responsibility (e.g., 'manage accounts payable') while a task is a specific, discrete activity (e.g., 'process vendor invoices within 48 hours') (Correct answer)
- A duty is performed daily while a task is performed weekly
- A duty applies only to managers while tasks apply to individual contributors
- A duty is a soft-skill requirement while a task is a technical requirement
Correct answer: A duty is a broad area of responsibility (e.g., 'manage accounts payable') while a task is a specific, discrete activity (e.g., 'process vendor invoices within 48 hours')
Duties represent major areas of accountability, whereas tasks are the specific, observable units of work that make up those duties.
Question 4: A company is creating a new position for which no incumbent exists. Which job analysis approach is most appropriate?
- Analyze similar jobs internally and externally, consult with future supervisors, and use O*NET data for the occupation (Correct answer)
- Wait until the position is filled and then conduct a traditional job analysis after six months
- Copy the job description from a competitor's public job posting
- Have the hiring manager write the job description entirely from memory
Correct answer: Analyze similar jobs internally and externally, consult with future supervisors, and use O*NET data for the occupation
For new roles, HR should triangulate data from comparable positions, managerial input about anticipated duties, and external occupational databases to build an accurate description.
Question 5: How frequently should job descriptions be reviewed and updated according to best HR practices?
- Whenever significant changes occur in job duties, technology, or organizational structure, and at minimum annually (Correct answer)
- Only when an employee formally requests a title change
- Every five years as part of a company-wide compensation study
- Only when a position becomes vacant and must be posted for recruitment
Correct answer: Whenever significant changes occur in job duties, technology, or organizational structure, and at minimum annually
Best practice calls for reviewing job descriptions at least annually and immediately following any material change in role responsibilities, reporting structures, or tools used.
Question 6: What is the main advantage of using the Critical Incident Technique (CIT) in job analysis?
- It identifies specific behaviors that distinguish effective from ineffective job performance, grounding analysis in real examples (Correct answer)
- It is the fastest job analysis method and requires no employee participation
- It produces a standardized output that can be compared across all job families
- It eliminates the need for subject matter expert review
Correct answer: It identifies specific behaviors that distinguish effective from ineffective job performance, grounding analysis in real examples
CIT collects stories of particularly successful or unsuccessful work episodes, revealing the behaviors most critical to job performance.
Question 7: When writing a job description, using gender-neutral language such as 'the incumbent' instead of 'he' or 'she' is important because:
- It reduces the risk of discouraging qualified applicants and signals EEO compliance (Correct answer)
- It is required by FLSA regulations for all exempt positions
- It automatically classifies the position as non-discriminatory under EEOC rules
- It replaces the need for an EEO statement at the bottom of the posting
Correct answer: It reduces the risk of discouraging qualified applicants and signals EEO compliance
Gender-neutral language broadens the applicant pool, demonstrates equal opportunity commitment, and reduces implicit bias in recruiting.
USA Job Analysis and Descriptions 5
An employer requires a college degree for a warehouse position but has no evidence that degree-holders perform better.
This practice could be challenged under which legal theory?