Discussion 1
New members - Information - Questions
Happy Friday, everyone!
Since discussion lists tend to stagnate unless people, well, discuss things, I will try to send out a periodic update of new members, new information, and questions for discussion.
Speaking of new members, we have three: Karl Jaeger from the State Personnel Board (kjaeger@spb.ca.gov), and Chris Gekas (cgekas@energy.state.ca.us) and Luanne Tuttle (ltuttle@energy.state.ca.us), both from the California Energy Commission. Welcome!
For information this week, I thought I would mention two books that are out right now at reasonable prices that relate to job analysis. The first is aptly titled "Job Analysis" (with the usual 70-character sub-title) by Michael Brannick and Ed Levine. This book recently came out and I have found it to be very user-friendly a great reference. It would be very helpful to those of you new to job analysis. It's available now for around $35 from amazon.com and elsewhere.
The second book is considered one of the essential references for those in professional selection (and I'm sure some of you have it)--"Assessment, measurement, and prediction for personnel decisions" by Bob Guion (1998). This book, usually $150 (ouch) has been recently discounted by the publisher (Lawrence Erlbaum) to $75 (also available at www.bn.com at that price). This book is a bit more academic than the first I mentioned, but Guion is one of the preeminent thinkers in personnel selection and does a good job of summarizing the issues surrounding some of the more complex topics (e.g. generalizability). He also spends some time discussing job analysis.
The last bit of information I wanted to share is an updated version of the comparison spec list I sent out earlier this week. This updated list includes sites sent to me by Karl Jaeger (thanks, Karl!). Please note that some of these websites are temperamental and this list is by no means exhaustive.
Finally, I'll leave you all with a discussion topic: When soliciting KSAOs from subject matter experts, they will often mention things such as "Willing to work long hours" or even MQ-type statements such as "Experience conducting interviews" or "College degree". Here's the question: Should these be included as KSAOs to be rated? Or would it be more appropriate to fold them into a more traditional skill or ability statement?
I hope everyone has a great weekend!
Bryan Baldwin
Personnel Analyst
California Dept. of Justice
(916) 322-0934
In response to your discussion question...
I tend to get more specific. With "experience conducting interviews,"
I would document the task including interview purpose, context, etc.
Then determine what KSAOs are associated with that interview task.
"Willing to work long hours" could become a working condition to list in
addition to tasks & KSAOs, or maybe it is included in "other
characteristics." "College degree" is too vague, and I would need to
determine what KSAOs are important for the job since degrees may
substantially differ.
SMEs almost always phrase things differently from our preferred
language, so we have to do considerable translation.
Karl Jaeger
State Personnel Board
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