Jamil G.

Kanaan
Assignment 3 (Job Analysis Questionnaire)

Purpose and Instructions

The purpose of the study is to obtain current information on your job based on a
review of job duties and responsibilities.

Because you know your duties and responsibilities better than anyone else, we need
your help to get an accurate description of your job. We are asking you to complete
this questionnaire that asks for information about your job duties. The questionnaire
does not ask about your job performance; only what your job requires you to do.

Please complete this questionnaire as honestly, completely and accurately as you can.
Base your answers on what is normal to your current job, not special projects or
temporary assignment duties, unless these tasks are a regular part of your job. This
questionnaire needs to cover many jobs, so the questions are not specifically about
your job. However, you should be able to compare your job duties to the examples
given. If two answers seem to fit your situation, just check the one that works best.
When answering the questions, imagine you are describing what you do to a neighbor,
friend or to someone just hired for your position.

Your supervisor and manager will also be asked about your job, but they will not be
allowed to change your answers. We appreciate your active participation in this
important study. If you have questions, please feel free to ask your supervisor or
division administrator.
Please submit this questionnaire on our on line portal.
A. EMPLOYEE DATA

Employee Name Jamil G. Kanaan

Employee ID 850309JAK
Department Education (Employment Program)
Your Job Title Labor Market Information Officer
(LMI)
Job Code AA-09
How long have you been in your current position 4 years
Work Telephone Number 541000000
Supervisor's Name and Title Roman Susel (Project Manager)

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Assignment 3 (Job Analysis Questionnaire)

B. GENERAL PURPOSE OF POSITION

Indicate in one or two sentences the general purpose of the position (or why this job
exists). This statement should be a general summary of the responsibilities listed in
the next section.
The Labour Market Information Officer is a statistician who liaises with key informants in the
private and public sectors to collect the necessary data for statistical and analysis purposes.
Ideally, the LMI would support the placement officers by working at least 50% of the time
during the placement activities.

C. SUMMARY OF RESPONSIBILITIES/DUTIES
List of more important duties Time percentage

1 Collect and supervise data collection and entry in the labor

market database on labor force supply and demand (especially
20%
demand for training and skills)

2 Liaise with key informants in the private and public sector to

collect the necessary information for statistical and analysis
purposes.

3 Prepare regular labor market information reports with an 25%

analysis of trends.

4 Identify potential growth areas in the formal and informal

sectors to assist training providers in their efforts in 15%
developing employment and training responses to meet those
needs.

5 Visit employers, NGOs, and other national and international 20%

organizations in the public and private sector to actively
canvas for job vacancies.

6 Ensure the data base is used effectively by staff 5%

7 Perform other job-related duties as assigned. 15%

For the
100%

remainder of the questionnaire, most of the questions require that you check the box or list information.
Guidelines for completing these sections are as follows: 1) read each definition carefully before
answering, 2) consider the job, not yourself, 3) answer based on the job as it currently exists, 4) select the
most appropriate answer(s) for each question.

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Assignment 3 (Job Analysis Questionnaire)

General Education & Experience

D. EDUCATION: Check the box that best indicates the minimum training/education requirements of this job.
(Not necessarily your education, but the requirements for the job).

Minimum

Requirement

Up to 8 years of education Some College/ Associate's Degree

9 to 11 years of education Bachelor's Degree

High School Diploma or GED Master's Degree

Vocational/Technical/Business School Doctorate Degree

E. EXPERIENCE

TYPE OF EXPERIENCE NEEDED: Please indicate the specific job experience needed. For example,
"accounting experience in an education environment" vs. "accounting experience". Be sure that the
experience stated is what is actually required by the job, not what is preferred.

 Robust knowledge of the certification process, for instance, trades, apprentices and
internships.
 Vast knowledge of local and international non-profit organization processes.

 Fair knowledge of regional/community programs (regional partnerships/community

learning networks).

Check the box which best indicates the minimum amount of experience described above. (Not necessarily your
years of experience, but the requirements for the job.)

Less than 6 months 3 but less than 5 years

6 months but less than 1 year 5 but less than 7 years

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Assignment 3 (Job Analysis Questionnaire)

1 year but less than 3 years 7 years plus

F. TYPE OF SKILLS AND/OR LICENSING/CERTIFICATION REQUIRED:

Please indicate all specific skills and/or licensing/certification required (not preferred) to do this job. For
example, spreadsheet software proficiency may be a requirement for a secretarial job; journey license
may be required for an electrician.

 Excellent interpersonal skills, verbal and written communications skills, and the
ability to present views and ideas clearly and concisely.
 Ability to develop, deliver, assess, monitor, and evaluate statistical reports.
 Effectively utilize computer systems and tools exclusively for word processing,
presentation, and spreadsheets
 Solid analytical, interpretative, evaluation, and investigation skills.
 Plan and prioritize objects, deal tactfully with others, and exercise sound judgment.
 Capable of liaising and bonding effective relationships with community groups

Filling out the questionnaire has enriched my basic understanding of the job analysis
purpose as I've become more cognizant that the concept is the job and not the person performing.
The questionnaire ; however, studies the job to define the activities and responsibilities involved
in determining the similarities and differences between the jobs and the qualifications required
for their performance, promoting fairness and equality of wages, and thus harmonizing the wage
structure.
Besides, through this exercise, I've learned that my current employer is using the job-based
process and the quantitative method that is tailored to the tasks and accountabilities and directs
us to the website to complete it. Moreover, and to a slight extent, the questionnaire has assisted
me in describing a part of the job I carry for further analysis.
I believe that this type of questionnaire would fit in some basic positions as the analysis
level isn't sufficient to determine whether the jobs are the same or different to reach out precise
wage decisions for jobs that may appear similar in one level of analysis may look different when
analyzed at another level. In fact, the questionnaire was very basic and many vital aspects such
as additional training, reporting relationships, environmental conditions, physical activities were
overlooked, and the data source is extremely small.

Regarding the end result, it falls short of my expectations due to the limitations of the
tasks and the absence of many vital features, thus, there is no possibility of change due to the
lack of administrative support, the bias in job analysis, and summoning judgment. The
differences, however, are very limited and thus will not affect pay equity and payment decision

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Assignment 3 (Job Analysis Questionnaire)

making. Eventually, this piloting exercise was designed to recognize how much a job values for
a company and keeping it on that level will not positively impact the pay decision. Consequently,
it’s crystal clear that the company appreciates the most crucial jobs because a single job is worth
more than another. Therefore, the employer must update it to include all the missing aspects.