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HRM 602 Employment Planning and Practice Job Analysis
- Use the provided Job Analysis Executive Supervisory Questionnaire and Essential Job Functions forms to perform a complete job analysis for a Human Resource Director position. The PowerPoint for week 2 contains a sample job analysis that you can review as a guide. Please complete all sections and do not leave anything blank. This week’s assignment requires the completion of both the questionnaire and the essential job functions form. To obtain information on the Fair Labor Standards Act (FLSA) Exemptions, please review Department of Labor (DOL Fact Sheet #17)Thanks Keep in mind, that the Essential Job Functions Form is an ADA tool that will be used by healthcare providers and HR managers to determine the employee’s ability to work. That is, to perform the essential job functions of their position with or without a reasonable accommodation. Therefore, you should enter as much information as possible about the how the work is performed. For example, how must they participate or perform. Think about the “how” the job is done. For example, if we use words like, participates, manages, ensures, etc., we must explain what it entails? If the employee went out on FMLA or Workers’ Comp, and the medical provider reading your description of the essential functions had to make a decision as to any restrictions that the employee might have in order to return the employee to work, the more information that we provide, the better it becomes a solid tool to make determinations of this kind. Think about having a request for a reasonable accommodation, would this employee be able to perform the essential job functions with or without an accommodation?Factors to consider in determining if a function is essential include:
- Whether the reason the position exists is to perform that function,
- The number of other employees available to perform the function or among whom the performance of the function can be distributed, and
- The degree of expertise or skill required to perform the function.
- How much time is spent performing the function? What are the consequences of not requiring the incumbent to perform the function?
Your judgment as to which functions are essential, and a written job description prepared before advertising or interviewing for a job will be considered by EEOC as evidence of essential functions. Other kinds of evidence that EEOC will consider include:
- The actual work experience of present or past employees in the job,
- The time spent performing a function,
- The consequences of not requiring that an employee perform a function, and
- The terms of a collective bargaining agreement.
Whether or not a particular duty is considered marginal will depend on:
- The importance of the duty to your department’s operation
- Its frequency
- If there’s sufficient staff to reassign the marginal duty to other employees
- If the marginal duty can be redesigned or performed in another way
Examples of Job Functions:Receptionist PositionEssential job functions might include:
- Answering the telephone and assisting callers
- Recording messages for department personnel
- Greeting clients and customers
Marginal job functions might include:
- Escorting clients to staff offices.
For this receptionist position, the applicant would need to be able to perform the duties of this position with or without reasonable accommodation. The marginal or non-essential job functions are those that could be redesigned or reassigned to other employees, if necessary.
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