JOB ANALYSIS QUESTIONNAIRE

1. General Instructions

Please read each question carefully before answering it. Make all your answers as complete and as
clear as possible.

Job Title:

Name(s) And T#(s):

Department:

Reports to (Title):

Peer/Comparable Jobs:

Status (Full/Part Time, Regular, etc.):

2. Basic Job Summary

In a few sentences, summarize the overall purpose of the job. You might begin by saying, "The overall
purpose of this job is to..."

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3. Essential Job Functions

In the table on the following page, list the essential functions of the job. The term "essential functions"
means fundamental job duties that are intrinsic to the job. For instance, a job function may be
considered essential for any of several reasons, including the following:

Reason the job exists:

For example, if a person is hired as a company driver, the ability to drive would then be an essential
function since it is the primary reason the job exists.

The degree of expertise or skill required to perform a specific function:

In certain highly skilled positions, the employee is hired for their expertise or ability to perform a
particular function. In such a situation, the performance of the specialized task would be an essential
function.

Examination of work experience of present and past employees:

If you looked at the background of people who are doing the job or have done the job, would it include
experience or training involving the function or duty in question?

Time performing the function:

The amount of time spent performing a particular function may give you a clue as to whether or not it is
essential. If a clerk typist spends 75% of their time typing, then typing is probably an essential function.

Importance of the function:

What are the consequences of not performing a particular function? For example, not requiring a
firefighter to be able to pull an unconscious person from a burning building would have drastic
consequences even though that firefighter may only spend a small portion of their time performing this
function.

Function as evaluation criteria:

Would you use an assessment of how well this function is performed in evaluating the employee's
overall performance? If so, then perhaps it is an essential function.

Function as a job qualification:

Would you use an assessment of whether a candidate could perform the function as criteria for hiring
the person? If so, then this may be an essential function.

Other job functions:

Those duties which the employee is responsible for doing during the absence of another employee or
those which are only marginal functions of the position should be included under "Other Job Functions".

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In order of importance/relevance to the job purpose, list the essential functions. Include all functions
that, when taken altogether, will account for 90% or more of the incumbent’s time. Describe the
functions in a way that will be clear to someone who does not understand this type of work. Please be
as specific as possible. It is helpful to begin the function statement with an action verb to aid in
understanding exactly what the person does.

DESCRIPTION OF ESSENTIAL FUNCTIONS % OF TIME

(Add supplemental pages if necessary)  0

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4. Additional Questions Key Result Areas

a. What are the measurable outcomes or results (Key Result Areas) that are expected
from this job? This is, how is known that the incumbent is meeting expectations?

b. What is the most challenging part of this job?

c. What job or jobs are considered good training or preparation for this one?

d. Which job (if any) provides backup support for the job when regular employee is absent?

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5. Job Requirements
a. Formal Training
What specific education/training that is required to be fully qualified for the job? How is this
education/training typically acquired: e.g., on-the-job training, formal, classroom education, trade
school, apprenticeships? Include degrees and majors and any required licenses and certifications.

b. Years of Experience
How much and what specific type of directly job-related experience would typically be needed to
acquire the skills necessary to perform this job at a competent level? How much total career
experience would you expect a successful incumbent have, including both directly and indirectly
related experience?

c. Special Skills/Application of Knowledge

What skills and specific knowledge are needed to perform this job? Is being proficient in a second
language required?

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6. Mental Demands
Level of Duration of Effort Please describe the mental demands that
Concentration Intermittent Normal Continual are required in the job in terms of the
Intense level of concentration and the duration of
the mental effort.
Normal
Moderate

7. Physical & Environmental Demands

a. Physical Demands
Comment on the degree of mobility and physical exertion that is required in the job, i.e., walking,
standing, sitting, travel, lifting. Comment how manual dexterity is likely to impact performance.

b. Audible Demands
Does this job require that the employee be able to hear? Give examples.

c. Visual Demands
Does this job require visual acuity? Give examples.

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d. Color Perception
Does this job require that the employee be able to detect colors? Give examples.

e. Environmental Conditions
Describe your work environment. (Conditions which exist in or around the work places; i.e., dust,
fumes, heating, air conditioning, smoke, lighting conditions, etc.)

f. Hazards
Describe nature of possible physical injury or illness which could occur to employee on the job. State
the frequency of exposure and probability of injury.

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8. Scope of Responsibility
a. Material Assets
To what degree is the job incumbent directly responsible for waste, damage, defects or other loss of
value to material assets (e.g., parts, equipment, or cash) caused by inadequate job performance or
inattentiveness?

b. Responsibility for Guidance of Others

How many employees (FTEs) does this job supervise directly, indirectly? What type(s) of worker(s)
is/are supervised? Does the incumbent have the authority (or strongly recommend) to hire, fire,
and/or discipline employees?

c. Supervision Received
What amount of supervision does an experienced incumbent in this job normally require; from
“constant” to “little” or “none”? Are there specific task(s) that require closer supervision? Is the
supervisor/manager in close proximity to the incumbent, or does the incumbent function more
autonomously? How often do the supervisor and the employee meet to discuss job execution?

d. Responsibility for Accuracy

What are the typical kinds of errors made? What is the likelihood that an error will be caught by the
employee, or by someone else in subsequent steps? How is work quantity and quality verified? What is
the frequency of verification? What would be the effect of such errors, if not detected?

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e. Judgment and Decisions
What kind of independent decisions does the employee make? What decisions can the employee make
without referral to supervision? Does the employee have the authority to approve or reject the work of
others? Is a decision reviewed before becoming effective; if so, by whom? Is work routine, where
methods are worked out by others and prescribed, repetitive? Is work semi-routine where work follows
general instructions? Or, is work somewhat varied or varied, --non-repetitive, facing complex problems
not previously encountered?

f. Complexity & Creativity

Comment on the amount of analytical, technical and creative thinking necessary to carry out the
responsibilities of the positions along with the availability of policies, procedures, standards and
precedents that are available to guide the position’s actions. When considering complexity, look at the
depth and breadth of knowledge that is required.

g. Personal Contacts
What contacts with others, other than with co-workers and immediate supervisor, is the employee
required to make? Who does the employee interact with outside of his/her own department; outside of
the university? What is the nature and purpose of these interactions?

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h. Budgetary
What is the budgetary responsibility and authority associated with the position for operating expense,
payroll expense, capital spending? Does the position have signing authority? If so, what is the dollar
limit? Is the position responsible for approving budgets, formulating budgets, providing input into
developing or administering budgets, tracking expenditures and reporting on budget variances, etc.?
What is the magnitude of the budget that the incumbent influences?

9. Other Comments
Please add any other comments that would be beneficial in understanding the nature and scope of this
position.

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Person completing this questionnaire:

Name (Please Print):

Phone Number:

Email Address:

Date:

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