Huron County Job Analysis Questionnaire

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Kory Lambert
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1 Section A Employee Name: Present Position Labor Union Area/Department Work Phone # Immediate Supervisor Supervisor s Title Position Summary (Briefly explain your position s primary function.) Section B Sample Duties for completing Section B % of Frequency Primary Duties, Tasks, & Responsibilities Time 15% D Coordinates daily workflow & sets up office procedures. Screens problems & obtains files to resolve in satisfactory manner. 15% W Maintains budgetary costs for assigned area, purchases supplies or equipment through purchasing department or directly from vendor. 10% W Gathers statistics, performs research, and writes reports. 5% M Updates manuals and notebooks. 5% W Composes answers to correspondence which involves forwarding or requesting materials. Signs correspondence. Page 1 of 10

2 Duties, Tasks and Responsibilities: List and describe separately each duty you perform in order of importance. Under the % of time column, indicate the approximate percentage of time spent to perform each duty based on an annual average. The percentage total for all duties should equal 100%. Indicate how often the duty is performed under the frequency column (D=daily, W=weekly, M=monthly, A=annually, S=semi-annually, BW=bi-weekly, BM=bi-monthly, O=occasionally.) % of Time Frequency Duties, Tasks, & Responsibilities Page 2 of 10

3 % of Time Frequency Duties, Tasks, & Responsibilities If there are additional duties, please attach a separate sheet listing them as shown above. Section C Judgment and Independence: Indicate the amount of direction, checking, and review your supervisor gives you in doing your work. Check one statement that best describes your job. Work is performed under close supervision with regular checking and review by supervisor, or duties are routine and require only simple, standard instructions without regular, on-site supervision. Work is performed without direct supervision under standard operating procedures; however, supervisor is nearby to answer questions or handle problems. Work is performed under minimal supervision with only occasional general supervisory review; employee plays a fairly large role in setting objectives and organizing work. Work is performed independently with only general direction; supervisor does not usually check on activities and/or quality of work. Employee works from fairly broad procedures and participates heavily in setting work objectives. Please give an example that supports your answer to Section C above: Page 3 of 10

4 Section D Job Complexity: Indicate the variety and difficulty of the tasks necessary to do the work. Consider the amount of judgment and thought required as determined by the complexity of duties. Also consider whether policies and procedures are available to guide you in making decisions. Check one statement that best describes your job. Work consists of very routine tasks with little or no choice as to the procedures used in achieving results. Requires the use of little judgment in following routine instructions or procedures. Work consists of fairly routine tasks with a few choices as to what procedures should be followed. Requires the use of some judgment in making minor decisions. Work consists of somewhat difficult tasks with several choices as to what operations and processes will be followed. Requires the use of moderate judgment in applying policies and adapting standards to fit facts and conditions. Work consists of difficult and complex tasks and requires the interpretation of technical and detailed guidelines. Requires the use of considerable judgment where answers and solutions can only be found after careful thought and analysis. Please give an example that supports your answer to Section D above: Page 4 of 10

5 Section E Supervision of Others: Indicate the type of supervision you have over other employees. Consider the degree to which you are responsible for directing, instructing, and reviewing the work of others. Check the one response that best describes your job. Accomplishes department objectives and tasks through the correct implementation of routine procedures. Does not directly supervise other employees. Assists with the training of new employees. Explains routine procedures within the office but, does not have a formal supervisory role over coworkers. Involves occasional training and instruction of employees who work for a limited amount of time. Supervision is sporadic and will occur from time-to-time throughout the year as new projects are assigned. Involves scheduling, direct supervision, and evaluation of work as a first-line supervisor over regular employees. Responsible for recommending personnel actions such as promotion, hiring, firing, discipline, and pay/classification changes for supervised employees. Has final authority to make final decisions regarding personnel actions such as promotion, hiring, firing, discipline, and pay/classification changes. Number of employees supervised: Indicate the number of employees you supervise for the category checked above. Check only one. None or more List job titles or classifications of employees you supervise: Page 5 of 10

6 Section F Analysis of Communication: Indicate the people whom you work in an official County capacity. Consider the kind of discussions you have with these people to do your job. Check one statement that best describes the people whom you deal with most often. Contacts are mostly with the general public, supervisor, and co-workers within immediate work area. Consists mostly of answering simple questions and providing basic information; requires common courtesy (i.e. responding to a request to move furniture). Contacts are mostly with clerical, technical, and/or non-hourly supervisory staff outside of immediate work area and consist mostly of discussions about minor problems. Requires thoughtfulness to get cooperation and approval from others (i.e. coordinating activities, resolving problems/complaints.) Contacts are mostly with lower-level administrative and/or supervisory staff outside of the immediate work area. Consists mostly of discussions about sensitive work issues; requires thought, judgment, and close cooperation in dealing with serious complaints. Contacts are mostly with upper-level professional / managerial staff outside of immediate area. Consists mostly of discussions about very sensitive and/or confidential work issues or somewhat complex projects. Internal Contacts: With whom do you regularly communicate inside the County organization in order to perform your duties (i.e. clerical staff, employees from other offices, law enforcement, custodial, etc.)? What do you normally discuss with these individuals and how often do you communicate (i.e. daily, weekly, occasionally, etc.)? Who Topic/Issue How often Page 6 of 10

7 Section G External contacts: With whom do you regularly communicate outside of the County? (i.e. sales representatives, vendors, retailers, board members, visitors, staff of other counties, etc.). What do you discuss? Who Topic/Issue How often Section H Machines, equipment, and technology used: Type Work performed Annual % of time Page 7 of 10

8 Section I Describe specialized education, training, skills, or certifications which are required to perform your duties: Section J Do you develop and/or implement policies, procedures, forms, or processes as part of your job? If yes, please explain. Page 8 of 10

9 Section K Analysis of Working Environment: Indicate one best option that describes your working environment. Position requires the ability to lift up to 20 lbs.; and/or prolonged sitting, typing, and/or eyestrain from computer use; and/or occasional standing, walking, climbing stairs, bending, reaching, twisting, repetitive motions, stooping, crouching, kneeling, pushing, carrying, and pulling in a well-lit and climate controlled environment. Position requires the ability to lift up to 20 lbs., and/or prolonged sitting, typing, and/or eyestrain from computer use; routine standing, walking, climbing stairs, bending, crawling, reaching, twisting, balancing, repetitive motions, stooping, crouching, kneeling, pushing, carrying, and/or pulling in a well-lit and climate controlled environment. Position requires infrequent/seasonal/occasional exposure to noise, vibration, extreme temperatures/weather, wet and/or humidity, dangerous machinery, potential physical harm, hazardous chemicals, and/or heavy lifting (50 lbs. or more). Position requires frequent exposure to noise, vibration, extreme temperatures/weather, wet and/or humidity, dangerous machinery, potential physical harm, hazardous chemicals, and/or heavy lifting (50 lbs. or more). Page 9 of 10

10 Section L Please review your current job description and list duties that have been added, amended, or deleted. Employee s Signature Date PLEASE DELIVER THIS COMPLETED QUESTIONAIRE TO YOUR SUPERVISOR. Section M Supervisor s review and comments: This portion of the questionnaire is to be completed by the employee s supervisor (responsible for evaluation of the employee s performance). Based on your understanding of the job as it currently exists, please review the responses and provide your comments. As a supervisor, it is important that you review this questionnaire and note any differences of opinion you may have. This questionnaire is intended solely for the purpose of accurately describing the position and not the person or his/her performance. Please do not change any of the employee s responses. If you differ with the employee, state your response in the space provided below. Attach additional information if necessary. Section/Question Comments SUPERVISOR: UPON COMPLETION PLEASE CONTACT DAN WENDT - DAN@DANIELWENDT.COM DEPARTMENT OF HUMAN RESOURCES, 12 E. MAIN ST., SUITE 102, NORWALK, OH. 5/19/2015 SEB Page 10 of 10

University of Houston-Victoria Job Analysis Questionnaire

University of Houston-Victoria Job Analysis Questionnaire Purpose and Instructions The purpose of the Job Analysis Questionnaire is to obtain current information about a new or existing position. This