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Check with your human resources office concerning agency-specific guidelines for documentation, such as what information should be recorded, how long it should be stored, who should hold the information, etc. Be sure to store all documentation regarding the job analysis in a safe, secure area.
For more information regarding how long to store job analysis documentation, please see:
For more information regarding job analysis, please visit OPM’s Assessment and Selection website, http://www.opm.gov/policy-data-oversight/assessment-and-selection/, or contact us at Assessment_Information@opm.gov.
A job analysis "identifies the competencies/KSAs directly related to performance on the job. It is a systematic procedure for gathering, documenting, and analyzing information about the content, context, and requirements of the job. It demonstrates that there is a clear relationship between the tasks performed on the job and the competencies/KSAs required to perform the tasks."
Job analysis data "should be used to develop effective recruitment, selection, performance management, and career development methodologies."
Job analysis is a foundation for identifying and/or developing assessment tools such as occupational questionnaires, structured interviews, and job knowledge tests. The information (tasks and competencies) gathered during a job analysis can also be applied to other employment practices such as performance appraisals, promotions, and employee development.
For more information, please see the Delegated Examining Operations Handbook (http://www.opm.gov/policy-data-oversight/hiring-authorities/competitive-hiring/deo_handbook.pdf).
Please check with your human resources office regarding your agency's job analysis requirements, methodology, documentation, and so forth.
For more information regarding job analysis, please visit OPM's Assessment and Selection site, http://www.opm.gov/policy-data-oversight/assessment-and-selection/, or contact us at Assessment_Information@opm.gov.
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