Job Analysis

Purpose

The purpose of this Order is to establish procedures and clearly communicate the roles and responsibilities of creating a job analysis (JA) for competitive and excepted service hiring actions. A JA is a tool used to identify the major job requirements which are linked to the knowledge, skills, and abilities (KSAs) required for the position to be filled. It helps ensure the most qualified candidate is selected for the position.   

This policy should be used in conjunction with all guidance cited in the References section of this policy. If a provision of this policy conflicts with a labor agreement, the labor agreement takes precedence.

Background

Job analysis is the foundation for all assessment and selection decisions. To identify the best person for the job, it is crucial to fully understand the nature of that job. Job analysis provides a way to develop this understanding by examining the tasks performed in a job, the competencies required to perform those tasks, and the connection between the tasks and competencies.

Job analysis data is used to:

• Establish and document competencies required for a job;
• Identify the job-relatedness of the tasks and competencies needed to successfully perform the job;
• Provide a source of legal defensibility of assessment and selection procedures;
• Determine job requirements, training needs, position classification and grade levels; and
• Inform other personnel actions, such as promotions and performance appraisals.

This policy provides guidance and the requirements for conducting JAs and will promote consistency across the agency.

Scope and Applicability

This policy does not apply to the Office of Inspector General.  The Office of Inspector General (OIG) has independent personnel authority. See Section 6 of the Inspector General Act of 1978, (5 U.S.C. App.3), as amended (Inspector General is authorized “to select, appoint, and employ such officers and employees as may be necessary for carrying out the functions, powers, and duties of the Office of Inspector General”) and GSA Order ADM 5450.39D CHGE 1, GSA Delegations of Authority Manual (Delegations Manual), Chapter 2, Part 1 (“the Inspector General has independent authority to formulate policies and make determinations concerning human capital issues within the [OIG]” and GSA determinations/delegations do not limit that authority). Similarly, GSA specifically recognizes that the Inspector General has independent authority to formulate policies and make determinations concerning training, employee development, and career management.