JOBS ANALYSIS WITH FORECASTING NEEDS Job Analysis The systematic process of determining the skills, duties, and knowledge required for performing jobs within the organization. Accurate job descriptions and job specifications are documented to provide a summary of duties and responsibilities, and essential tasks for specific jobs. The Job Analysis informs decisions made in regard to: Staffing Determining qualifications, knowledge, skills, and ability levels for necessary production Training & Development Job Descriptions aid in the development of necessary training development programs Performance Appraisals Accurate Job Descriptions provide a template for evaluations of accomplishments Compensation An accurate Job Analysis provides insight into the market value Legal Considerations & Compliance- A number of legislative acts require compliance for standards, pay, selection methods, safety and health, and disability accommodations. Our Job Analysis will use a combination of methods. We will focus on observation and interviews to analyze current positions. We will use a functional job analysis to assess future needs. Basic position and pay information Information developed to assist with the development of the job description and job classification. This information will be different for each position being recruited: Payroll Title The Payroll title and associated title code Pay Grade/Step Working Title Market titles should be recognizable and common to various industries as most job seekers search for commonly referred to market titles when conducting online job searches Total numbers of employees supervised Special Requirements and Conditions: o Specific requirements job seekers must possess or complete in order to be hired (e.g. background check, valid drivers license, etc.) o Bona Fide Occupational Qualifications (BFOQs) which are in compliance with applicable policies (e.g. physical or mental requirements) 4 Technology Solutions NW Essential Job Functions Essential job functions describe the duties and responsibilities of a position. A job function is considered essential when the performance of the function is the purpose for the position. Typically, an essential function occupies a significant amount of time of the employees time and requires specialized skills to perform. Functions of the job which are critical for the position are arranged by importance and percentage of time spent Complexity level and authority for the role should be described to help attract the appropriate level of qualified candidates Essential tasks listed should be inter-related to the accomplishment of the essential function. Minimum Requirements The minimum requirements or basic qualifications needed for the position. The minimum requirements should support the accomplishment of the essential function. Preferred Qualifications Preferred qualifications are skills and experience preferred in addition to basic qualifications and can be used to narrow down the pool of applicants. These preferred skills, knowledge, abilities and competencies can describe a more proficient level at which the essential functions can be performed Recruitment A carefully structured recruitment plan maps out the strategy for attracting and hiring the bestqualified candidate and helps to ensure an applicant pool, which includes women and underrepresented groups including veterans and individuals with disabilities. Recruitment plan: I. Posting Period a. Open until filled is an option for positions that allow the posting to remain open and viewable on the career site until filled. This option is recommended for all recruitments. b. Continuous Recruitment To be used only for on-going recruitment II. Additional Advertising Resources A variety of recruiting sources (both internally and externally) should be utilized to attract candidates who reflect the diversity values of our workforce. 5 Technology Solutions NW Print Advertisement Social Media Job Fairs III. Diversity Agencies Agencies that assist women and under-represented groups: Developing relationships and a pipeline of potential candidates with these agencies allows candidates to have a better understanding of your staffing needs and our mission and values. IV. Resume Banks Resume banks are another good source for identifying qualified candidates. Job seekers post their resume to these that are then searched by prospective employers. Monster.com Careerbuilder.com Indeed.com Selection Review Applicants and Develop Short List Once the position has been posted, candidates will apply via electronic submission. Candidates will complete an electronic application for each position (resume and cover letter). Candidates will be considered Applicants. Conduct Interview The interview is the single most important step in the selection process. It is the opportunity for the employer and prospective employee to learn more about each other and validate information provided by both. By following interviewing guidelines, we will ensure we have conducted a thorough interview process and have all necessary data to properly evaluate skills and abilities. Virtual Interviews: To reduce travel costs and time associated with interviewing out of area applicants, virtual interviews can provide an alternative method to in-person interview. Interview Questions The selection process will utilize the panel interview process to assess candidates to ensure efficiency and cross platform communication. Questions should be relevant to the position and seek information on specific skills and abilities to perform the job such as describe your experience working in an fast-paced environment. Interview questions not pertaining to the current requirements of the position are not to be

In their mission statement, what are the 5 areas they plan to advance workplace solutions and services?2. When it comes to job analysis, what is preferred qualifications and what are they used for?3. According to the HR strategic plan, what does a carefully structured recruitment plan map out?4. With respect to Selection, what are the job titles for the 3 positions under consideration?5. Under Training and Development, what training method will be utilized?6. With performance and appraisals, what system will the company use in the goal setting process?