True / False Questions
1. Sentence analysis is used to develop competencies.
2. Tasks should be constructed using broadly applicable verbs, such as "supports," "assists," and "handles."
3. It is possible to weight task dimensions using either relative time spent, percentage of time spent, or importance to overall job performance.
4. Knowledge is a body of information that can be directly applied to the performance of tasks.
5. Skills are underlying, enduring traits of a person that are useful for performing a range of tasks.
6. The work setting, attire, environmental conditions, and job hazards are associated with a job's "context."
7. Having two or more people independently develop task statements for a given job is a way to enhance content validity and assess reliability.
8. It is not really necessary, or even advisable, to have an incumbent or supervisor serve as job analysts.
9. Little research has been done to identify particular job-related skills.
10. In general, there are few, if any, sources of job information external to the organization where the job is performed.
11. Direct observation is a source for job information that is well suited for jobs with physical components, and relatively short cycle times for job tasks.
12. Using managers in a job analysis lends both expertise and neutrality to the process.
13. When a job analysis is likely to be legally, technically or politically scrutinized, it is best to use an internal person to do the analysis, rather than an external consultant.
14. In general, when rational or narrative job analysis methods are desired, it is advisable to rely on external consultants rather than internal staff.
15. A valuable use of O*NET is that it serves as a starting point in preparing knowledge statements.
16. Subject matter experts should not include previous jobholders, private consultants, and customers/clients.
17. The O*Net contains work context factors pertaining to interpersonal relationships and to structural job characteristics.
18. The term essential functions refers to the fundamental job duties of the employment position the individual with a disability holds or desires.
19. The Position Analysis Questionnaire measures extrinsic rewards such as pay, recognition, and promotional opportunities.
20. Competency-based job analysis begins by identifying the specific tasks and the job context for a particular job.