Although there are many uses for a job analysis, a few of
the most common include career development, performance appraisal, and job
selection. Used primarily to describe a
job or the attributes necessary to perform a specific job or task, most
analysis information comes from a job analyst, a supervisor, an incumbent, or a
trained observer (Spector, 2012).
However, this essay will attempt to demonstrate the processes used in
conducting a job analysis by identifying the reliability and validity of
analysis, and performance appraisal methods along with their benefits and
vulnerabilities.
Conducting a Job
Analysis
There are two approaches to conducting a job analysis, the
job-oriented job analysis, which describes tasks’ of a job, and the
person-oriented approach that details the knowledge, skills, abilities, and
other personal characteristics (KSAOs) for a person to perform successfully a
job. This analysis will cover the person-oriented
approach for the job of a Mental Health Counselor (MHC) using the Occupational
Information Network (O*NET, 2013).
Knowledge for a Mental
Health Counselor includes an understanding of the educational and application
requirements for licensure within his or her specific state. In addition Mental Health Counselors require
knowledge in the areas of psychology, therapy and counseling, law,
administration, management, and clerical duties along with an understanding of the
American Psychological Association’s (APA, 2013) Ethical Principles of Psychologists and Code of Conduct standards.
Skills enable a
counselor to engage with his or her patients in such a way that he or she can interact
with him or her for the purposes of mental well-being. The O*NET (2013) indicates a Mental Health Counselor
requires high levels of active listening, social perceptiveness, service
orientation, speaking, critical thinking, and good judgment skills. Skills also refer to one’s ability to use the
tools of the trade such as a sphygmomanometer (BP Cuff), thermometer, medical
notepad (and software), or other technological equipment (e.g., computer, e-mail,
etc.).
Ability refers to
the aptitude or capability to do or learn to do specific tasks (Spector,
2012). The educational requirements for
a Mental Health Counsel may demonstrate a person’s potential to develop his or
her skill; however, most of this skill also requires a multitude of ability,
such as empathy and the ability to listen, understand, and communicate
information (O*NET, 2013).
Other personal
characteristics include other relevant information as in a counselor’s
ethical qualities and perhaps his or her negotiating and problem-solving
strategies.
Reliability and
Validity
At times people’s judgment can be misleading, which is why
information gathered for the job analysis process should be carefully screened
so that the information is providing both reliable and valid details. The O*Net (2013) resources used to gather
information for this analysis comes from the Bureau of Labor Statistics. Both highly reliable and valid resources; however,
“care should be taken in deciding which scales to use for rating tasks when job
incumbents are the [subject-matter expert’s;] SME’s” because, as mentioned
earlier, at times human judgment is not necessarily accurate (Spector, 2012, p.
72).
Performance Appraisal
Methods
Objective measures
help keep track of specific behaviors and the results of those behaviors
(Spector, 2012). The majority of
objective measures consist of such job performance measures as absenteeism,
tardiness, coworker conflict, and some type of completed task (e.g., units
sold, cases won, or patients seen). Although
the objective measures appraisal method can be extremely beneficial for keeping
track of quantitative measures and jobs that rely heavily upon those measures,
it may not be the best method to use for a Mental Health Counselor. This is because the position does not focus
on quantity but rather quality of work.
Subjective measures,
on the-other-hand, allow supervisors an opportunity to provide a more graphic
rating over several dimensions of performance that focus on characteristics,
traits, and performance. Although an
objective measure might indicate that an employee has turned in 100% of his or
her patient paperwork, a subjective measure will provide information such as
the patient notes are incomplete or the employee is exceling in empathic care. For analysis purposes the use of subjective
measures is recommended for this position.
However, there is more room for rater bias with the subjective measure
method because not all raters base performance ratings on the same dimensions,
thus there are several types of rater bias and errors that can occur.
Conclusion
A job analysis is the result of the systematic collection of
data with respect to a specific job. The
analysis will contain the knowledge required to obtain said job, the skills and
abilities needed to complete the duties and tasks of that job, and other
pertinent information that can be used in hiring and reviewing; such as the
environment in which the job takes place, the tools that may be used in the
course of completing the daily tasks of that job (KSAO), and the duties
required to be completed for the success of the job. Below is a job analysis for a fictitious Mental
Health Counselor position:
Job Title: Mental Health Counselor
Classification: Full Time
Location: Colorado Springs, CO
Median Wage (2012) $19.27 hourly, $40,080 annual (O*NET,
2013)
Job Requirements
A. Summary of Position
“Counsel with emphasis on prevention. Work with individuals and groups to promote
optimum mental and emotional health. May
help individuals deal with issues associated with addictions and substance
abuse; family, parenting, and marital problems; stress management; self-esteem;
and aging” (O*NET, 2013, para 1).
B. Job Tasks (according to the O*Net website (2013));
“Maintain
confidentiality of records relating to clients' treatment.
Encourage
clients to express their feelings and discuss what is happening in their lives,
helping them to develop insight into themselves or their relationships.
Collect
information about clients through interviews, observation, or tests.
Assess
patients for risk of suicide attempts.
Fill out
and maintain client-related paperwork, including federal- and state-mandated
forms, client diagnostic records, and progress notes.
Prepare
and maintain all required treatment records and reports.
Counsel
clients or patients, individually or in group sessions, to assist in overcoming
dependencies, adjusting to life, or making changes.
Guide
clients in the development of skills or strategies for dealing with their
problems.
Perform
crisis interventions with clients.
Develop
and implement treatment plans based on clinical experience and knowledge” (p.
1).
C. Computer Skills
1) EMR
Systems
2)
Microsoft Office and Excel programs
D. Reporting Structure
1)
Reports directly to Clinic Psychologist
2)
Required to participate in regular staff/patient reviews
Employee Requirements
A. Education and Training
1)
Master’s Degree in counseling
B. Skills and Aptitude
1)
Active listening and comprehension skills
2)
Ability to communicate information in a sensitive yet informative manner
C. Environment and Physical
1)
Ability to work in a highly sensitive and emotional environment
2)
Ability to maintain patient confidentiality
D. Licenses/Certificates
1)
State License
2)
Maintain Continued Education Requirements
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