What is a Job Analysis? (select all that apply)

• A systematic process for gathering, documenting and analyzing information about the content, context, and requirements of a job.

• A way to identify the KSAs/ competencies needed to perform the duties of a job.

• A test administered to job applicants.

• A KSA.

Answer explanation

DEOH 2-13
Glossary-8

(T/F) You must conduct a job analysis every time you seek to fill a job?

• True

• False

Answer explanation

DEOH 2-15
When to conduct Job Analysis

Choose the examples of valid assessment tools:

• Structured interview, test, assessment center, work sample, occupational questionnaire/crediting plan

• Cover letter, resume, writing sample

• Application, interview, selection, tentative offer

• All answers are correct

Answer explanation

DEOH 2-18

(T/F) Reliability is the degree to which an assessment tool measures a job-related characteristic and how well it is measuring that characteristic.

• True

• False

Answer explanation

Validity is the degree to which an assessment tool measures a job-related characteristic and how well it is measuring that characteristic.
DEOH 2-19

______is an evaluation of an applicant's job-related competencies/KSAs using standard questions that are scored systematically using predetermined criteria or benchmarks for all interviews for a particular job.

• Structured Interview

• Test

• Assessment Center

• Work Sample

Answer explanation

Structured Interview The structured interview is an evaluation of an applicant's job-related competencies/KSAs using standard questions that are scored systematically using predetermined criteria or benchmarks for all interviews for a particular job.
DEOH 2-20

_____is an evaluation of an applicant’s job-related competencies/KSAs using a series of questions (e.g. true-false, fill-in-the-blank, matching, and multiple choice) or exercises that are administered in a paper-and-pencil or computer format.

• Test

• Structured Interview

• Assessment Center

• Work Sample

Answer explanation

A test is an evaluation of an applicant’s job-related competencies/KSAs using a series of questions (e.g. true-false, fill-in-the-blank, matching, and multiple choice) or exercises that are administered in a paper-and-pencil or computer format. There are a number of different types of tests that may be used, each designed to target different competencies or abilities.

DEOH 2-21

(T/F) Occupational questionnaires generally ask candidates to self-report their level of training and experience in carrying out critical tasks and demonstrating critical competencies identified through job analysis.

• True

• False

Answer explanation

Occupational questionnaires generally ask candidates to self-report their level of training and experience in carrying out critical tasks and demonstrating critical competencies identified through job analysis.
DEOH 2-25

(ACWA) Positions

• Administrative Careers With America

• Administrative Cake Walk America

• Always Calm With Amanda

• Administration Center Workforce America

Answer explanation

Administrative Careers With America (ACWA) Positions

*Created to replace- Professional and Administrative Career Exam (PACE)

**Agencies are not required to use the ACWA assessment tools and may use any other validated (i.e., job-related) assessment tool(s) when examining applicants for competitive service positions.

DEOH 2-28

What are disadvantages of an agency certification program.

• Professional standards vary, but are often perceived to have the same credibility.

• Agencies requiring a certificate as a condition of employment must demonstrate that people without the certification cannot perform the job.

• Only provides information as to whether someone is certified or not certified; does not differentiate among those who are certified.

• In some cases, it is difficult to demonstrate job relatedness and business necessity of education and experience requirements.

Answer explanation

DEOH 2-30

What are the advantages of using a professional certification?

• Provides comprehensive competency assessment

• Time effective

• If the hiring official is familiar with professional standards, individuals with substantial professional experience will be identifiable

• Ensures a basic level of proficiency.

Answer explanation

DEOH 2-34