Chapter Four

Question 1

Job description

Answer 1

A written description of what job occupants are required to do, how they are supposed to do it, and the rationale for any required job procedures

Question 2

Job specifications

Answer 2

The knowledge, skills, abilities and other attributes or competencies that are needed bu a job incumbent to perform well on the job

Question 3

Job

Answer 3

A collection of positions that are similar in their significant duties

Question 4

Position

Answer 4

A collection of duties assigned to individuals in an organization at a given time

Question 5

Job family

Answer 5

A set of different but related jobs that rely on the same set of KSAO’s

Question 6

Subject matter experts

Answer 6

People who are most knowledgeable about a job and how it is currently performed; generally job incumbents and their supervisors

Question 7

Work oriented job analysis

Answer 7

Job analysis techniques that emphasize work outcomes and descriptions of the various tasks performed to accomplish those outcomes

Question 8

Worker oriented job analysis

Answer 8

Job analysis techniques that emphasize general aspects of jobs, describing perceptual, interpersonal, sensory, cognitive, and physical activities

Question 9

Task statement

Answer 9

a discrete sentence containing one action veb that concisely describes a single observable activity performed by a job incumbent

Question 10

Task inventories

Answer 10

Work oriented surveys that break down jobs into their component tasks

Question 11

Worker traits inventories

Answer 11

Methods used to infer employee specifications from job analysis data

Question 12

Competencies

Answer 12

Groups of related behaviours or attributes that are needed for successful job performance in an organization

Question 13

Dependability

Answer 13

This is the ability to be reliable and responsible to others.

Question 14

Personal / HR (as of the F-JAS)

Answer 14

Knowledge of benefits, hiring, labour relations, negotiation, and EEOC regulations

Question 15

Fleishman Job Analysis Survey (F-JAS)

Answer 15

A system for identifying which and to what degree an array of empirically derived ability constructs are critical to perform a specific job effectively

Question 16

Competencies

Answer 16

Groups of related behaviours or attributes that are needed for successful job performance in an organization

Question 17

Competency model

Answer 17

A collection of competencies that are relevant to performance in a particular job, job family or functional area

Question 18

Competency framework

Answer 18

A broad framework for integrating, organizing, and aligning various competency models that are based on an organizations strategy and vision

Question 19

Core competencies

Answer 19

Characteristics that every member of an organization regardless of the position, function, job or level of responsibility within the organization, is expected to possess

Question 20

Functional competencies

Answer 20

Characteristics shared by different positions within the organization (i.e. a group of related or similar jobs). Only those members of an organization in these positions are expected to possess these competencies

Question 21

Job specific competencies

Answer 21

Characteristics that apply only to specific positions within the organization. Only those people in the position are expected to possess these competencies

Question 22

Competency dictionary

Answer 22

A listing of all the competencies required by an organization to achieve its mandate, along with the proficiency level required to perform successfully in different functional groups or positions

Question 23

Proficiency level

Answer 23

The level at which competency must be performed to ensure success in a given functional group or position

Question 24

Proficiency scales

Answer 24

A series of behavioural indicators expected at specific levels of a competency

Question 25

Competency profile

Answer 25

A set of proficiency ratings related to a function, job, or employee