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Job Analysis
Job Analysis is a process to identify and determine in detail the particular job duties and requirements
and the relative importance of these duties for a given job. An important concept of Job Analysis is that
the analysis is conducted on the job, not the person. While data will be collected from current
employees through interviews or questionnaires, the product of the analysis is a description or
specifications of the job, not a description of the person.
The purpose of Job Analysis is to establish and document the job relatedness of employment procedures
such as hiring and selection, compensation, training and performance appraisal.
A typical method of Job Analysis is to give the current employees of the specific job a simple
questionnaire or to interview them to identify job:
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Duties and tasks
Environment
Tools and equipment
Relationships
Requirements
The completed questionnaire is then used to develop a job description.
A Job Analysis Form follows.
DISCLAIMER: The following job analysis form is a sample. However, the final content must be
determined by the objectives and facts of each farm business. Furthermore, as the laws vary from state
to state the final content must be determined by the then current laws of each state. Please consult your
attorney should you need specific legal information or legal advice concerning job analyses.
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Job Analysis Form
Job Title:
Department:
Location(s):
Reports to:
Section:
Name of Employee interviewed/completing questionnaire for this analysis:
Job title:
Date:
1. Basic Functions and Scope of Job: Please provide a brief summary of the main purpose of this
job and the prime reason for its existence. State briefly the scope of the job.
2. Work Performed: Describe in detail the duties performed. State specifically what is done, and
explain why and how. State the frequency of the duties performed.
Duties:
Frequency:
3. Hours Worked: Describe the approximate number of hours worked/week.
4. Work Contacts: The extent to which the position requires the ability to gain cooperation,
persuade and influence other people. Indicate the level, frequency, difficulty and importance of work
contacts.
Contacts
Frequency
Purpose of
Contact
Means of
Contact
Importance
Difficulty
Immediate Peers
Peers on other depts.
Immediate manager
Managers in other
depts.
Executives
Customers
Other (please specify)
4. Decision-Making Authority: Indicate level of discretion or authority allowed under company
policies, procedures and practices.
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Type of Assignment:
Extent of Supervision Received:
Works according to detailed instructions
Works under immediate, close supervision
Works according to standard
instructions
Work is subject to detailed, regular checks
Works according to well-defined
procedures
Completed work is checked during work cycle
Works according to established
procedures
Supervisor spot checks completed work
Determines work method from
alternatives
Completed work subject to subsequent review
Works according to existing method(s)
Devises work methods according to
general guidelines
General review by department head directives
Works under broad assignment
General review by senior management
Specify nature of assignments:
Examples:
5. Supervisory responsibility: Extent to which employee controls, directs, or is accountable for
work of others.
Titles of employees supervised:
Number supervised
6. Physical Effort: Amount of physical exertion expended in handling materials, tools, operating
machines or equipment. Identify tools, equipment, machinery, materials handled. Indicate % of work
time involved.
_____ Operates no tools, machines or equipment. No significant lifting.
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Tools/Machines/Equipment
% of time used
Tools:
Equipment:
Machinery:
Materials Weight:
Position
% of time in position
Walking
Standing
Lifting
Climbing
Pulling
Pushing
Cramped or confined space
Sitting
Laying down
Carrying weight
7. Work Conditions: Degree of exposure to work conditions.
Condition
Dirt
Heat
Cold Extremes
Fumes
Smoke
Water
Noise
% of time
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Vibration
Grease, Oil
Dust, Shavings
Office Environment
8. Education and Training Required: Minimum academic, commercial, and technical qualifications
needed for performing duties of job.
High School Diploma/GED
Two year college (Associate’s Degree)
Trade or Technical School (Certificate or diploma)
Four year college (Bachelor’s Degree)
Graduate (Master’s Degree, JD or Ph.D.)
Certification (CPA, SPHR, etc.)
9. Years of Experience: Minimum previous experience required for performing duties of job.
0-1
1-3
3-5
5-more
10. Other requirements: Please list any other requirements needed for performing duties of job.
Languages
Office or other equipment
License, etc.
Job Analysis Form adapted by permission from resources available through Pork.Org (2/10/2012)