[IPAC-List] Dealing with a progression of jobs in a job analysis

[Madigan, Jamie J]

Hi all,

I have another question I thought I'd throw out to the list. Let's say you have a group of jobs that are all in a progression: Widget Maker I, Widget Maker II, Widget Maker III, Lead Widget Maker. People typically get promoted up through the levels, but it's also entirely possible to bring new hires in off the street at any level based on their qualifications --they don't necessarily start at Widget Maker I.

Assume the differences between a Widget Maker I, II, III, and Lead deal mostly with how much direct supervision they receive, the complexity and importance of the projects they work on, and the degree to which they are consulted on a strategic level about what kinds of widgets the company should make. 

How would you approach this situation if you were to do a job analysis aimed to eventually support the use of a selection test? Would you do four separate job analyses and thus 4 separate studies? Would you try to group them together into a Widget Maker job family?

If the latter, how do you deal with that and frame it in a job analysis interview with supervisors and incumbents? Do you ask them to consider all levels of the job simultaneously? How do you deal with the inevitable argument that, for example, a Widget Maker I may do Task A daily, but a Widget Maker III may only do it once every few months?

Any thoughts?

Jamie Madigan 
Assessment and Metrics Specialist 
Talent Acquisition 
Ameren Services 
 
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