Erich P. Prien, Ph.D., is an industrial/organizational psychologist specializing in the development, standardization, and application of psychological tests. He is the founder and president of Performance Management Press.Leonard D. Goodstein, Ph.D., is a consulting psychologist specializing personality assessment. He is a principal with Professional Assessment Service and Solutions.Jeanette Goodstein, Ph.D., is an organizational consultant and writer specializing in working with governmental and non-profit organizations. She is the co-author of the award-winning Who's Driving Your Bus and Applied Strategic Planning: The Consultant's Tool Kit.Louis G. Gamble, Jr., Ed. D., is a consultant and entrepreneur specializing in the application of information technology to organizational change. He is a principal with Inclusive Marketing Consultants, LLC.

• Preface xi1. An Introduction to Job Analysis 1Why Do We Analyze Jobs?The Hiring ProcessThe Human Capital Life CycleJob AnalysisRecruitmentScreeningFinal SelectionJob OrientationTraining and Development2. What is a Job Analysis? 11Defining Job AnalysisApplications of Job AnalysesRecruitmentCandidate SelectionEmployee Training and DevelopmentPerformance ManagementOrganizational Management and PlanningLitigation ProtectionElements of a Job AnalysisWork Activity (WA)Knowledge, Skills, and Ability (KSA)Levels of Job PerformanceWorkplace Characteristics3. How to Conduct a Job Analysis 27Methods of Job AnalysisSelf-ReportsDirect ObservationsInterviewsDocument ReviewsQuestionnaires and SurveysCaveats and CautionsChanges Over TimeLow AccuracyLack of Stability4. The Job Analysis Templates 39The Development of the TemplatesEight Templates for Job AnalysisEntry-Level Job Analysis Template (Appendix B)Production Operations Job Analysis Template(Appendix C)Clerical Job Analysis Template (Appendix D)Sales and Sales Management Job Analysis Template(Appendix E)Clerical/Administrative Services Job AnalysisTemplate (Appendix F)Professional Administrative Job Analysis Template(Appendix G)Supervisory/First-Line Manager Job Analysis Template(Appendix H)Senior Management/Executive Job Analysis Template(Appendix I)Using the TemplatesCompleting the Summary FormsSummary of Work Activity Importance Ratings5. The Workplace Characteristics Profile 53Organizational Culture and ClimateOrganizational CultureOrganizational ClimateThe Workplace Characteristics ProfileDeveloping the WCPAdministering the WCPInterpreting the WCP6. Establishing Job Performance Levels 63Competencies and JobsThe Uses of Job Performance DataRecruitmentCreating Career LaddersEvaluating Organizational PerformanceImproving Organizational PerformanceMethods for Measuring Job PerformanceObjective MeasuresSubjective MeasuresProblems with Performance RatingsBehaviorally Anchored Rating Scales (BARS)How to Implement the BARS MethodA Recommended ShortcutApplying the BARS MethodBARS and the Hierarchy of JobsConcerns about BARSA Summary of the Job Analysis ProcessReferences 85Appendices∗Appendix A: Sample Job Description 89Appendix B: Entry-Level Job Analysis Templates 93Appendix C: Production Operations Job Analysis Templates 105Appendix D: Clerical Job Analysis Templates 121Appendix E: Sales and Sales management Job Analysis Templates 135Appendix F: Clerical/Administrative Services Job Analysis Templates 151Appendix G: Professional Administrative Job Analysis Templates 169Appendix H: Supervisor/First-Line Manager Job Analysis Template 183Appendix I: Senior Management/Executive Job Analysis Templates 195Appendix J: Summary of Importance of Work Activities and Competencies 215Appendix K: Workplace Characteristics Profile 249Index 259About the Authors 265

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Erich P. Prien, Ph.D., is an industrial/organizational psychologist specializing in the development, standardization, and application of psychological tests. He is the founder and president of Performance Management Press.Leonard D. Goodstein, Ph.D., is a consulting psychologist specializing personality assessment. He is a principal with Professional Assessment Service and Solutions.Jeanette Goodstein, Ph.D., is an organizational consultant and writer specializing in working with governmental and non-profit organizations. She is the co-author of the award-winning Who's Driving Your Bus and Applied Strategic Planning: The Consultant's Tool Kit.Louis G. Gamble, Jr., Ed. D., is a consultant and entrepreneur specializing in the application of information technology to organizational change. He is a principal with Inclusive Marketing Consultants, LLC.

• Preface xi1. An Introduction to Job Analysis 1Why Do We Analyze Jobs?The Hiring ProcessThe Human Capital Life CycleJob AnalysisRecruitmentScreeningFinal SelectionJob OrientationTraining and Development2. What is a Job Analysis? 11Defining Job AnalysisApplications of Job AnalysesRecruitmentCandidate SelectionEmployee Training and DevelopmentPerformance ManagementOrganizational Management and PlanningLitigation ProtectionElements of a Job AnalysisWork Activity (WA)Knowledge, Skills, and Ability (KSA)Levels of Job PerformanceWorkplace Characteristics3. How to Conduct a Job Analysis 27Methods of Job AnalysisSelf-ReportsDirect ObservationsInterviewsDocument ReviewsQuestionnaires and SurveysCaveats and CautionsChanges Over TimeLow AccuracyLack of Stability4. The Job Analysis Templates 39The Development of the TemplatesEight Templates for Job AnalysisEntry-Level Job Analysis Template (Appendix B)Production Operations Job Analysis Template(Appendix C)Clerical Job Analysis Template (Appendix D)Sales and Sales Management Job Analysis Template(Appendix E)Clerical/Administrative Services Job AnalysisTemplate (Appendix F)Professional Administrative Job Analysis Template(Appendix G)Supervisory/First-Line Manager Job Analysis Template(Appendix H)Senior Management/Executive Job Analysis Template(Appendix I)Using the TemplatesCompleting the Summary FormsSummary of Work Activity Importance Ratings5. The Workplace Characteristics Profile 53Organizational Culture and ClimateOrganizational CultureOrganizational ClimateThe Workplace Characteristics ProfileDeveloping the WCPAdministering the WCPInterpreting the WCP6. Establishing Job Performance Levels 63Competencies and JobsThe Uses of Job Performance DataRecruitmentCreating Career LaddersEvaluating Organizational PerformanceImproving Organizational PerformanceMethods for Measuring Job PerformanceObjective MeasuresSubjective MeasuresProblems with Performance RatingsBehaviorally Anchored Rating Scales (BARS)How to Implement the BARS MethodA Recommended ShortcutApplying the BARS MethodBARS and the Hierarchy of JobsConcerns about BARSA Summary of the Job Analysis ProcessReferences 85Appendices∗Appendix A: Sample Job Description 89Appendix B: Entry-Level Job Analysis Templates 93Appendix C: Production Operations Job Analysis Templates 105Appendix D: Clerical Job Analysis Templates 121Appendix E: Sales and Sales management Job Analysis Templates 135Appendix F: Clerical/Administrative Services Job Analysis Templates 151Appendix G: Professional Administrative Job Analysis Templates 169Appendix H: Supervisor/First-Line Manager Job Analysis Template 183Appendix I: Senior Management/Executive Job Analysis Templates 195Appendix J: Summary of Importance of Work Activities and Competencies 215Appendix K: Workplace Characteristics Profile 249Index 259About the Authors 265

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Erich P. Prien, Ph.D., is an industrial/organizational psychologist specializing in the development, standardization, and application of psychological tests. He is the founder and president of Performance Management Press.Leonard D. Goodstein, Ph.D., is a consulting psychologist specializing personality assessment. He is a principal with Professional Assessment Service and Solutions.Jeanette Goodstein, Ph.D., is an organizational consultant and writer specializing in working with governmental and non-profit organizations. She is the co-author of the award-winning Who's Driving Your Bus and Applied Strategic Planning: The Consultant's Tool Kit.Louis G. Gamble, Jr., Ed. D., is a consultant and entrepreneur specializing in the application of information technology to organizational change. He is a principal with Inclusive Marketing Consultants, LLC.

• Preface xi1. An Introduction to Job Analysis 1Why Do We Analyze Jobs?The Hiring ProcessThe Human Capital Life CycleJob AnalysisRecruitmentScreeningFinal SelectionJob OrientationTraining and Development2. What is a Job Analysis? 11Defining Job AnalysisApplications of Job AnalysesRecruitmentCandidate SelectionEmployee Training and DevelopmentPerformance ManagementOrganizational Management and PlanningLitigation ProtectionElements of a Job AnalysisWork Activity (WA)Knowledge, Skills, and Ability (KSA)Levels of Job PerformanceWorkplace Characteristics3. How to Conduct a Job Analysis 27Methods of Job AnalysisSelf-ReportsDirect ObservationsInterviewsDocument ReviewsQuestionnaires and SurveysCaveats and CautionsChanges Over TimeLow AccuracyLack of Stability4. The Job Analysis Templates 39The Development of the TemplatesEight Templates for Job AnalysisEntry-Level Job Analysis Template (Appendix B)Production Operations Job Analysis Template(Appendix C)Clerical Job Analysis Template (Appendix D)Sales and Sales Management Job Analysis Template(Appendix E)Clerical/Administrative Services Job AnalysisTemplate (Appendix F)Professional Administrative Job Analysis Template(Appendix G)Supervisory/First-Line Manager Job Analysis Template(Appendix H)Senior Management/Executive Job Analysis Template(Appendix I)Using the TemplatesCompleting the Summary FormsSummary of Work Activity Importance Ratings5. The Workplace Characteristics Profile 53Organizational Culture and ClimateOrganizational CultureOrganizational ClimateThe Workplace Characteristics ProfileDeveloping the WCPAdministering the WCPInterpreting the WCP6. Establishing Job Performance Levels 63Competencies and JobsThe Uses of Job Performance DataRecruitmentCreating Career LaddersEvaluating Organizational PerformanceImproving Organizational PerformanceMethods for Measuring Job PerformanceObjective MeasuresSubjective MeasuresProblems with Performance RatingsBehaviorally Anchored Rating Scales (BARS)How to Implement the BARS MethodA Recommended ShortcutApplying the BARS MethodBARS and the Hierarchy of JobsConcerns about BARSA Summary of the Job Analysis ProcessReferences 85Appendices∗Appendix A: Sample Job Description 89Appendix B: Entry-Level Job Analysis Templates 93Appendix C: Production Operations Job Analysis Templates 105Appendix D: Clerical Job Analysis Templates 121Appendix E: Sales and Sales management Job Analysis Templates 135Appendix F: Clerical/Administrative Services Job Analysis Templates 151Appendix G: Professional Administrative Job Analysis Templates 169Appendix H: Supervisor/First-Line Manager Job Analysis Template 183Appendix I: Senior Management/Executive Job Analysis Templates 195Appendix J: Summary of Importance of Work Activities and Competencies 215Appendix K: Workplace Characteristics Profile 249Index 259About the Authors 265

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