mg&a job analysis a. cover sheet company__________________________________phone no._____________________ address______________
MG&A
JOB ANALYSIS
A. COVER SHEET
Company__________________________________Phone
NO._____________________
Address___________________________________Contact
Person__________________
___________________________________ Title__________________________
Job Title
Observed_________________________________________________________
Employee_________________________________Phone
No._______________________
Core Work Routines Episodic Work Routines
(Identified by employer) (Identified by employer)
_____________________________________
_________________________________
_____________________________________
_________________________________
_____________________________________
_________________________________
_____________________________________
_________________________________
_____________________________________
_________________________________
Job-related Routines Accommodations Required
(Identified during Job Analysis) (Based on Profile information)
_____________________________________
_________________________________
_____________________________________
_________________________________
_____________________________________
_________________________________
_____________________________________
_________________________________
Job Summary:
Job Trainer:__________________________________
B.
THE WAY IN WHICH THE WORK ROUTINES ARE TYPICALLY PERFORMED:
Method
The facilitator should observe the manner in which each job is
performed by typical employees in the setting. This is accomplished by
assuming an unobtrusive observation position and carefully watching
the employee(s) perform their duties. The facilitator should strive to
make a “mental video tape” to be used later as a standard of
correctness and as a way to assist the supported employee to perform
in a natural manner.
Job Observed Employee Observed Date & Time
1.
2.
3.
4.
5.
Content
The employment facilitator should ask if the employer has step-by-step
procedures for the job tasks observed above. If so, these procedures
would serve as the initial content task analysis for each task. If
not, the facilitator should write content steps which would be
appropriate for an average employee in the work site. These content
steps should be presented to an appropriate decision-maker in the
company for approval and refinement. Attach step-by-step procedures to
this form.
Specific Requirements Identified by Employer
(Check only critical items. Fully describe the extent of the demand
and outline possible adaptations/accommodations felt to be a problem
for the targeted employee.)
PHYSICAL DEMANDS: SENSORY/COMMUNICATION DEMANDS
___LIFTING ___VISION
___STANDING ___HEARING
___CONTINUOUS MOVEMENT ___SPEAKING
___RAPID MOVEMENT ___JUDGEMENT
___WALKING ACADEMIC DEMANDS:
___CLIMBING ___READING
___STOOPING ___WRITING
___CRAWLING ___MATH
GENERAL STRENGTH/ENDURANCE REQUIREMENTS:
PACE OF WORK:
POTENTIALLY DANGEROUS COMPONENTS OF JOB:
CRITICALLY IMPORTANT COMPONENTS OF JOB:
ESTABLISHED LEARNING CURVE OR PROBATIONARY PERIOD:
WORK SITE CONSIDERATIONS
SPECIAL CLOTHING, UNIFORMS, SAFETY EQUIPMENT REQUIRED:
TOOLS TO BE USED:
EQUIPMENT TO BE OPERATED:
MATERIALS TO BE HANDLED:
SPECIAL TERMS USED AT WORK SITE:
DESCRIPTION OF ENVIRONMENTAL CONDITIONS OF THE WORK SITE
II. THE MEANS USED BY THE EMPLOYER TO TRAIN AND SUPPORT NEW EMPLOYEES
A. DESCRIPTION OF THE COMPANY’S ORIENTATION PROCEDURES:
Ask to review any written documents which describe the typical
orientation procedures. Discuss with a supervisor of decision-maker
the flow of typical procedures. Ask employees about their experiences.
If possible, and if it is felt to be necessary, ask to be taken
through an orientation.
B, DESCRIPTION OF THE COMPANY’S PROCEDCURES FOR INITIALLY TRAINING AND
SUPPORTING NEW EMPLOYEES
Follow the suggestions in IIA above. Additionally, ask for training
from the employer on at least one of the tasks to be performed by the
supported employee. Use this training as an opportunity to assess the
capacity and flexibility of the employer in reference to the needs of
the supported employee.
C. DESCRIPTION OF SPECIFIC STRATEGIES USED BY EMPLOYER:
1.
WHO TYPICALLY PROVIDES NEW EMPLOYEES WITH TRAINING?
2. AVAILABILTIY OF COMPANY TRAINER ASSIGNED TO EMPLOYEE:
3.
AVAILABILITY OF CO-WORKERS/SUPERVISORS AS TRAINERS:
3.
DESCRIPTION OF STRATEGIES USED BY EMPLOYER:
3.
IMPORTANT RULES STRESSED BY EMPLOYER AND CO-WORKERS:
3.
UNWRITTEN RULES UNIQUE TO THE SETTING:
3.
POTENTIAL FOR USE OF ADAPTATION, MODIFICATIONS, IN WORK SITE:
3.
WILLINGNESS OF CO-WORKERS/SUPERVISORS TO PROVIDE SUPPORT AND
ASSISTANCE:
D. THE “CULTURE” OF THE WORK SITE
1.
EMPLOYER’S CONCERN FOR QUALITY:
2.
EMPLOYER’S CONCERN FOR PRODUCTIVITY:
3. FLEXIBILITY/RIGIDITY OBSERVED
III. PERSONNEL, MANAGERS, SUPERVISORS, CO-WORKERS
A. SUPERVISORS OF EMPLOYEE
1. __________________________________________________ TITLE
________________________
2. __________________________________________________ TITLE
________________________
B. CO-WORKER OF EMPLOYEE
1. __________________________________________________ POSITION
____________________
2. __________________________________________________ POSITION
____________________
3. __________________________________________________ POSITION
____________________
4. __________________________________________________ POSITION
____________________
C. EMPLOYEE SOCIAL GROUPS AND NON-WORK ACTIVITIES:
D. LEADERS AND POTENTIAL ALLIES AMONG CO-WORKERS AND SUPERVISORS
IV. JOB DESCRIPTION
SCHEDULE:
# OF DAYS OF WORK PER WEEK______
DAYS:__________________ HRS_____________-_____________
__________________ HRS_____________-_____________
__________________ HRS_____________-_____________
__________________ HRS_____________-_____________
__________________ HRS_____________-_____________
SEQUENTIAL CHRONOLOGY OF TYPICAL WORK DAY:
(INCLUDE ALL ROUTINES)
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.
13.
14.
15.
16.
17.
18.
19.
20.
TYPE OF ROUTINE (core, episodic, job-related)
__________________________________
NAME OF ROUTINE ____________________________________________________
HOW OFTEN PERFORMED:
CONTENT STEPS/SKILLS: STRATEGIES FOR FACILITATION
(including instructional and natural cues and adaptations)
Page 8 Job Analysis