Job Analysis Report (Page 6 of 38) in pdf

Job Analysis Report

Classification

INTRODUCTION

California State law requires that all civil service examinations be job-related

(Government Code § 18930). In order to meet this requirement, all California State

departments have been mandated by CalHR to conduct an internal job analysis of

each utilized department-specific and service-wide classification in order to assure

the establishment of associated job-related and content-valid selection procedures.

In compliance, CalHR has completed a job analysis of the

Classification

classification(s). Any reference herein to

Classification

pertains only to this

department-specific/service-wide

classification as utilized by Department.

(See APPENDIX A: SPB Rule 250)

This document, in its entirety, reports the methodology and findings of this job

analysis conducted by the TV&C Program and has been developed to demonstrate a

content valid strategy in accordance with the requirements set forth by the Federal

Uniform Guidelines on Employee Selection Procedures (1978). These guidelines

provide uniform standards for the proper use of employment testing and the

documentation of the validity of selection procedures,

and are intended to be

consistent with the generally-accepted professional standards, Principles for the

Validation and Use of Personnel Selection Procedures (Society for Industrial and

Organizational Psychology, 2003) and Standards for Educational & Psychological

Testing (American Educational Research Association, American Psychological

Association, and the National Council on Measurement in Education, 1999).

(See APPENDIX B: SPB Summary of Uniform Guidelines)

The Uniform Guidelines specify that a selection procedure can be supported by a

content valid strategy to the extent that it is a representative sample of the content of

the job, demonstrated through the establishment of a clear relationship between the

selection procedure and the requirements for successful job performance in the

classification the procedure is used. The resultant documentation of this study

reflects the current requirements for successful job performance in the

Classification

classification(s), identifying the essential work behaviors

(tasks performed) and the

requisite important knowledge, skills, abilities and personal characteristics (KSAPCs)

used in the successful performance of those tasks. The results of this study provide

the necessary basis to (1) establish content-valid selection procedures, (2)

Selection procedures have been defined by the Uniform Guidelines as any measure, combination of measures, or procedure

used as a basis for any employment decision, and include the full range of assessment techniques, from traditional paper and

pencil tests, performance tests, training programs, or probationary periods and physical, educational, and work experience

requirements, through informal or casual interviews and unscored application forms.

Work behaviors, as defined by the Uniform Guidelines, are activities performed to achieve the objectives of a job. These

behaviors involve observable (physical) and unobservable (mental) components, and consist of the performance of one or more

tasks. Knowledge, skills, and abilities are not behaviors, although they may be applied in work behaviors. The Uniform Guidelines

define (1) a task as a basic unit of work that is performed in a job, (2) knowledge as a body of information applied directly to the

performance of a function, (3) skill as a present, observable competence to perform a learned psychomotor act, and (4) ability as a

present competence to perform an observable behavior or a behavior which results in an observable product.

Job Analysis Report Page 6

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