# Job Analysis for Federal Hiring Course (Self-Paced)

Canonical URL: <https://www.graduateschool.edu/courses/job-analysis-for-federal-hiring-course-self-paced>

## Overview

Learn how to develop effective applicant assessment tools that both satisfy the minimum regulatory guidelines for job-related selection practices and result in better quality candidates on selection certificates. These methods can be easily implemented within an agency using typical agency resources and staff.

## What you'll learn

- Develop more effective assessment tools that can result in better quality candidates on selection certificates.
- Define the terms knowledge, skill, ability, and competency, and explain the difference between them.
- Conduct a simple but effective job analysis that satisfies the minimum regulatory requirements specified in Office of Personnel Management (OPM) regulations and the Uniform Guidelines on Employee Selection Procedures (UGESP) of 1978.
- Recognize potential problems in existing assessment tools that could lead to illegal or unsupportable actions, or less qualified candidates being selected.
- Create simple and useful documentation that supports and justifies the rating criteria used to evaluate applicants in the event your action is challenged.
- Understand the differences between the various applicant assessment devices.

## Curriculum

#### Module 1: Introduction to the Job Analysis Process

- Define the purpose and importance of conducting a job analysis for federal positions.
- Understand the legal and regulatory basis for job analysis, including OPM regulations and the Uniform Guidelines on Employee Selection Procedures (UGESP).
- Learn the terminology related to job analysis and applicant assessment methods.
- Overview of the six steps in the job analysis process and how to begin the analysis.

#### Module 2: Identify Major Duties and Tasks

- Identify the major duties and tasks associated with a federal position using the position description and other sources of job information.
- Learn how to determine which duties are essential to the position and how often they are performed.
- Understand how to document and define major duties in terms of the tasks that make up each duty.

#### Module 3: Brainstorm Competencies or KSAs

- Learn how to brainstorm potential knowledge, skills, abilities, and competencies (KSAs) that are required for the major duties of the job.
- Understand how to use input from Subject Matter Experts (SMEs) and apply it to identify the key KSAs/competencies needed for job success.
- Discuss the importance of thoroughly identifying and documenting the KSAs for each duty.

#### Module 4: Filter, Evaluate, and Select Final Rating Factors

- Learn how to filter and evaluate the KSAs and competencies to determine which ones should be used as final rating factors for the position.
- Understand the criteria for selecting effective rating factors that can distinguish between well-qualified candidates.
- Use filtering techniques to prioritize rating factors based on job-relatedness and necessity.

#### Module 5: Operationally Define Rating Factors

- Learn how to write operational definitions for each of the final rating factors identified in the job analysis.
- Understand the importance of defining KSAs and competencies in terms of observable behaviors or work tasks.
- Ensure that operational definitions are clear, specific, and relevant to the job being analyzed.

#### Module 6: Selective and Quality Ranking Factors

- Understand the distinction between selective factors and quality ranking factors in the context of job analysis.
- Learn how to apply selective and quality ranking factors to the evaluation of candidates based on job-related criteria.
- Understand when and how to use these factors to enhance candidate selection and assessment accuracy.

## Pricing

**Tuition:** $1049