[IPAC-List] Job analysis ratings brain teaser

[Blair, Michael D[EQ]]

Keith -

Given the scale anchors, I would use 2.5 as the cut-off for task/competency importance for potential inclusion in a selection measure.  To define an essential task/competency in the ADA sense, I would use 3.0 on this scale.  Why 2.5 for importance versus 3.0 for essential?  I think the scale anchors drive this decision.  Task importance - 2.5 is the midpoint between needed/impacts overall performance and must perform/negatively impacts performance.  Essential - 3.0 defines why the job exists.  If someone cannot perform the task, they cannot do the job (I'm assuming that a reasonable accommodation cannot be made).  In order to define the domain for selection purposes, I have always used 2/3rds or 67% as the cut-off in terms of the number of incumbents who actually do the task.

Michael D. Blair
Manager, Recruitment, Selection & Assessment
EMBARQ
Voice: 913-345-6334  |  Cell: 913-832-6130  |  Fax: 913-345-6417
Email: Michael.D.Blair at embarq.com



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-----Original Message-----
From: ipac-list-bounces at ipacweb.org [mailto:ipac-list-bounces at ipacweb.org] On Behalf Of keith.poole at phoenix.gov
Sent: Tuesday, February 10, 2009 5:13 PM
To: IPAC-List at ipacweb.org
Subject: [IPAC-List] Job analysis ratings brain teaser

Consider the scale below relating to task importance.  Generally speaking, what mean rating would use to call a task/competency "important" 
(practically speaking, at what cutoff would you say it's OK to include the task as an essential function on a job description, and/or target this content for a written exam, assuming that the skills are needed upon entry to the class and time spent performing task is adequate).  2.0?  2.33? 
2.5? other?  Why? 

Also, if you were to say "In order to include the task, most incumbents must perform the task", what % would you use to say "most" perform it...51%?  67%  75%? 
I realize there aren't hard/fast rules, and any 'cutoff' would be a guideline...just wanted a reality check, thanks. 


0 -  Not Important / Not Performed - it is not necessary for an employee to perform this or possess this competency to have acceptable performance in this class; 

1 - Somewhat Important - it is desirable, but not critical, for an employee to perform this or possess this competency.

2 - Important - it is important for an employee to perform this or possess this competency, and failure to possess this usually indicates an overall performance problem.

3 - Very Important - not performing or possessing this would have a negative effect on overall job performance; this is a major requirement and reason that this job exists.

4 - Essential - it is extremely critical that the employee possess this competency; failure to possess this competency would result in unacceptable overall job performance.


Keith Poole
Personnel Supervisor
City of Phoenix Personnel Dept
Employment Services
(602) 261-8861
keith.poole at phoenix.gov
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