The first important and normally tedious step of writing a Job Description is the information gathering step. Many executives make the mistake of skipping the Job Analysis step and write a job description for a person holding the job (incumbent) rather than writing the description for the job and then training the incumbent to do it. The job analysis is an in-depth study of a job and provides the required information for the applicable job descriptions. Job analysts gather information about jobs through interviewing employees, observing performance of certain tasks, asking employees to fill out questionnaires and worksheets, and collecting information about a job from secondary sources such as the DOL's Dictionary of Occupational Titles If the descriptions you're planning to write is poorly conceived because the analysis was lacking you'll be making an omelet with bad eggs causing you to have many more problems than you presently have. Some of those problems might be with the Federal Government who got contacted by a disgruntled employee who didn't like what you wrote. So, if you don't plan to take the time to do it right, then don't do it at all. This eBook will provide you with the ideas, wisdom, suggestions and all the forms you'll need to get you started on writing well-organized, clearly written, legal, effective and useable Job Descriptions. Table of Contents WHY JOB ANALYSIS AND
WHAT IS THE ANALYST'S ROLE? 6
WAYS INCUMBENT'S HELP THE JOB ANALYST DEFINITIONS
OF THE 7 MOST COMMONLY USED JOB ANALYSIS TERMS HOW
THE ANALYSIS MORPHS INTO A JOB DESCRIPTION 7
THINGS ANALYSIS QUESTIONNAIRES COULD REVEAL ASK
THE PEOPLE DOING THE JOBS JUST WHAT THEY'RE DOING 6
REVEALING QUESTIONS TO HELP YOU EVALUATE JOBS 6
JOB EVALUATION CONSIDERATIONS THE
EXAMPLE QUESTIONNAIRES QUESTIONNAIRE - VERSION ONE QUESTIONNAIRE - VERSION TWO QUESTIONNAIRE - VERSION THREE QUESTIONNAIRE - VERSION FOUR QUESTIONNAIRE - VERSION FIVE
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