Job analysis information provides the foundation for our testing and assessment solutions. This type of information is essential for understanding what tasks are required on the job and what knowledge, skills and abilities are necessary to be able to carry out those tasks.

In the context of personnel selection, job analysis data help ensure the use of a particular test or assessment tool is appropriate, given the nature of the job. For example, a test of mathematics skills requiring candidates to solve simple algebraic equations may not be appropriate for entry-level law enforcement applicants, but it may very well be appropriate for those seeking an entry-level fire service position. While police officers usually draw on basic math skills (adding up the value of stolen property, for instance), firefighters typically require more advanced math skills (calculating friction loss in a hose, for example). The point is, effort must be taken to make sure the selection tool measures the skills required on the job.

If a client is unsure if one of our products is appropriate for use in its agency, we can administer one of our job analysis questionnaires (JAQ) to assist in determining the essential functions associated with the job. A JAQ is essentially a survey of job-related tasks and knowledge, skill and ability areas. By collecting information from numerous incumbents in a department (e.g., police officers, firefighters or correctional officers), we can get an accurate picture of what types of things the job entails. An accurate picture will develop of what things are done on a regular basis in the course of performing one's duties, as well as those things which are critical to the job but occur infrequently. For example, a patrol officer might "exchange information with other officers at roll call" several times a week, but "discharge a weapon" once in a career. Both, however, are important aspects of a police officer's job.

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