[IPAC-List] Computer or Online Administered Job Analysis Questionnaires
loconn at milwaukee.gov
Fri Feb 17 08:49:45 EST 2017
We often conduct job analysis via computer in an excel format for certain job types (professional and above). It seems to work well for this job type in that there is a convenience factor (complete it when it works best for them). For us it helps us in the data collection and sorting and provides less human error from data entry. Other than that, we don’t use a program like Qualtrics.
Lindsey N. O’Connor, MBA, PHR, SHRM-CP
Certification and Salary Systems Administrator
City of Milwaukee | Department of Employee Relations | Certification Services
200 E. Wells Street, Room 706 Milwaukee, WI 53202
Phone: 414-286-3394 | FAX: 414-286-0203 | TDD: 414-286-2960
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From: Dennis Doverspike [mailto:dennisdoverspike at gmail.com]
Sent: Thursday, February 16, 2017 3:22 PM
To: Brack, Frederick <Frederick.Brack at nyct.com>
Cc: ipac-list at ipacweb.org
Subject: Re: [IPAC-List] Computer or Online Administered Job Analysis Questionnaires
Yes I have a lot of experience with online and computer-administered Job Analysis Questionnaires.
Yes, I have experience with Qualtrics. The University, The University of Akron, has a contract with Qualtrics. Overall, I have been happy with Qualtrics although over the years there have been some issues with using Qualtrics to do job analysis questionnaires.
Read what you posted and did not really see a question though? However, as a general comment, using a computer-administered questionnaire does not really cut down on time or make it easier; these days it may make it more difficult because many employees may try to take the questionnaire on a mobile device. Taking the job analysis survey on a mobile device, makes it difficult to use traditional matrices and some other formatting that makes job analysis questionnaires simpler. To be honest, I am not sure why a computer administered questionnaire would be easier to develop. As I indicated it may be more difficult given the prevalence of mobile devices.,
Of course, you could create a tailored questionnaire but that would take time and money.
What I have done in the past, and I know others have done, is to present the Major Work Behaviors and Majors KSAs to everyone. But then break the survey into say three, and present different version of the survey to each 1/3 of the population.
As for Qualtrics, they may have repaired the problem, but one issue was what you do when you have blue-collar workers, and they are using a common computer. If a person does not sign out correctly, the next person gets on the computer and they start the questionnaire where the last person left off. This did not occur if each person had a unique log in, but was an issue with common log in locations.
As I indicated, not sure if there was a question.
On Thu, Feb 16, 2017 at 9:26 AM, Brack, Frederick <Frederick.Brack at nyct.com<mailto:Frederick.Brack at nyct.com>> wrote:
Does anyone have any experience, insight, or lessons learned, with using online or computer-administered Job Analysis Questionnaires? We are considering using a vendor named Qualtrics based on the results of a pilot study, which seemed to work well and elicited positive reactions from participants.
The way we administered the pilot survey was we had one of our Test & Measurement Specialists administer a modified, shorter version of a typical JAQ survey to a small group of incumbents at their offices using their desktop computers, so we could walk the employees through the Job Analysis process and ensure they understood the purpose of the questionnaires and the end-result, e.g. a list of KSA’s with importance and frequency ratings and a test blueprint.
At times we have had resistance from a highly unionized mostly blue-collar workforce to filling out lengthy, paper-based questionnaires, even when we are paying them overtime to do it. Some of the advantages of computer-administered Job Analysis Questionnaires are easier survey development & revision, user-friendly survey administration (for the employees with computer proficiency), and the ability to compile, analyze and report results quickly.
MTA New York City Transit
Personnel, Testing, Selection & Classification
180 Livingston Street, Room 4070
Frederick.Brack at NYCT.com<mailto:Frederick.Brack at NYCT.com>
IPAC-List at ipacweb.org<mailto:IPAC-List at ipacweb.org>
Dennis Doverspike, PhD., ABPP
Licensed Psychologist, #3539 (OHIO)
Professor of Psychology, University of Akron
dennisdoverspike at gmail.com<mailto:dennisdoverspike at gmail.com>
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