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A Guide to Job Analysis: A How-To Publication for
Occupational Analysis.
Employment and Training Administration (DOL),
Washington, D.C.
Mar 82
465p.
Materials Development Center, Stout Vocational
Rehabilitation Institute, Menomonie, WI 54751
($12.00).
Guides - Non-Classroom Use (055)
MF01 Plus Postage. PC Not Available from EDRS.
Adults; Career Education; Employment Qualifications;
*Job Analysis; *Job Skills; Job Training;
*Occupational Information
ABSTRACT
Designed as a procedural manual for occupational
analysts, this guide explains the job analysis approach used by the
United States Employment Service (USES) system. Part 1 covers
methodology and applications. Five chapters define job analysis terms
and discuss major principles and applications of job analysis,
conducting job analysis studies, writing job descriptions,
organization charts, and workflow charts. Part 2 describes the job
analysis components of work performed and worker characteristics. The
three chapters on work performed address these components: worker
functions, work fields, and materials, products, subject matter, and
services. Seven chapters on worker characteristics focus on these
components: general educational development, job training time and
specific vocational preparation, aptitudes, interests, temperaments,
physical demands, and environmental conditions. Part 3 is devoted to
job analysis forms and procedures and their use within the USES. The
staffing table, job analysis report, and narrative report are
discussed, and samples/examples are provided. Appendixes include a
job analysis study flowchart, task analysis, examples of job
descriptions, and a workflow chart. A 39-page bibliography and an
index are provided. (YLB)
Reproductions supplied by EDRS are the best that can be made
from the original document.
AGUIDETO
JOBANALYSIS
A"How-To"Publicationfor
OccupationalAnalysts
U.S.DEPARTMENTOFEDUCATION
OfficeofEducationalResearchzndImprovement
EUCATIONALRESOURCESINFORMATION
CENTER(ERIM
iThisdocumenthasbeenreproducedas
receivedfromthepersonororganization
originatingit
CMinorchangeshavebeenmadetoimprove
reproductionQuality.
Pointsofvieworopinionsstatedinthisdocre
mentdonotnecessarilyrepresentofficial
OERIpositionorPolicy.
"PERMISSIONTOREPRODUCETHIS
MATERIALINMICROFICHE ONLY
HASBEENGRANTEDBY
TOTHEEDUCfiT1ONALRESOURCES
INFORMATIONCENTER(ERIC)."
FOREWORD BY MDC
A Guide to Job Analysis is the result of a U.S. Department of Labor
project initiated in 1978 by the New York Occupational Analysis Field Cen-
ter. This publication, the product of that research, was submitted to the
U.S. Department of Labor by the Utah Occupational Analysis Field Center in
March, 1982. As of December, 1982, DOL was still conducting review activ-
ities for the possibility of refining this publication.
After discussions with representatives of the U.S. Department of
Labor, the Materials Development Center, who printed and disseminated the
1972 Handbook for Analyzing Jobs, decided to publish this book. The meth-
odologies in A Guide to Job Anal sis represent a major improvement in job
analysis techniques t at shou d be made available to all professionals
using job analysis. However, due to printing restrictions by federal agen-
cies, the U.S. Department of Labor has no current plans for publishing this
book. Refinements after further DOL activities, if any, can be accommodated
in a supplement.
Materials Development Center
Stout Vocational Rehabilitation Institute
University of Wisconsin-Stout
4
T?REFACE
Theimportanceofjobanalysisinoureconomyisincreasingrapidly.Itisessential
forobjectivelyanalyzingthecontentofjobsanddescribingworkinastandardizedand
easilyunderstoodmanner.Thejobdescription,oftenaproductofthejobanalysisprocess.
iscommonlyusedto,Irovideinformationtcxnewworkersaswellastomanagement.Itis
thebasicdocumentforemployeeorientationandjobevaluation.Jobmatchingisgreatly
facilitatedbytheuseofstandardized,qualityjobdescriptionsdevelopedthroughjob
analysis.Occupationalcodingsystems,whichformthebasisforjobmatchingstrategies,
havetheirrootsinjobanalysis.Asjobschangeandbecomemorevariedandcomplex,the
useofjobanalysisremainsvitalinthedevelopmentoftrainingprograms,
inthe
preparationofcareerinformationforjobseekers,andintheadaptationoftasksand
equipmenttothecapabilitiesofthehandicapped.Jobanalysisisalsoanintegralpartof
developingculturallyunbiasedoccupationaltestsandrestructuringjthr(orvarious
purposes.
The1972HandbookforAnalyzingfobswasdesignedasaproceduralmanualfor
occupationalanalysts.Basedonexperiencegainedfromusingthathandbook,certain
changesweredeterminedtobeneeded.Therefore,ithasbeenrevisedandexpandedtomeet
thoseidentifiedneeds.Also,refinementshavebeenmadeinthetechniques;amodification
oftheinterestfactorsresultedfromresearchbytheUnitedStatesEmploymentService
(USES),DivisionofTesting;aridterminologyforsomejobanalysiscomponentsand
factorshasbeenrevisedtobemoredescriptive.Thisdocument,moreappropriatelycalleda
guide,hasbecnexpandedtomorefullyexplainthejobanalysisapproachusedbythe
USESsystemandtomakeitmoreuse7u1.
AGuidetoJobAnalysisisdividedintothreesections:thefirstcoversmethodology
andapplications:theseconddescribesthejobanalys.,kcomponentsofWorkPerformed
andWorkerCharacteristics;andthelastisdevotedtojobanalysisformsandprocedures,
andtheirusewithintheUSES.
TheguidewasplannedandcoordinatedbyLawrenceRuscher,Supervisorofthe
NewYorkOccupationalAnalysisFieldCetter,underthedirectionoftheUSESDivision
ofOccupationalAnalysis.AcknowledgementisgiventoJesseBehrensoftheNewYork
FieldCenterwhowrotemostofthefirstfivechaptersanddidmuchoftheinitialediting.
Thefinalediting,layout,andprintingweredoneintheUtahOccupational
AnalysisFieldCenterunderthesupervisionofRussellB.Bateson.J.JeannineFarrington
hadtheoverallresponsibilityforpublishingthevolume;editingandformattingweredone
byJerry!Carr;andJudithAdamsdidthephototypesetting.
5
1AISULUrCUM1LIN
Preface
PAGE
PartI. JobAnalysisStudies
1
Chapter
Concepts,Principles,andApplications
ofJobAnalysis 5
ConductingJobAnalysisStudies 19
WritingJobDescriptions 37
- OrganizationCharts 61
- WorkflowCharts 77
Part2. JobAnalysisComponents
91
WorkPerformed
Chapter
WorkerFunctions 95
WorkFields 121
Materials,Products,SubjectMawr,and
Services 163
WorkerCharacteristics
Chapter
GeneralEdurationalDevelopment 229
JobTrainingTimeandSpecificVocationalPreparation 247
Aptitudes 2S
Interests 313
Temperaments 321
14.. PhysicalDemands 331
- EnvironmentalConditions 349
Part3. JobAnalysisReportsoftheU.S.EmploymentService 355
Chapter
- StaffingTable 359
- JobAnalysisReport 371
- NarrativeReport 413
Appendixes 419
Bibliography 435
Index 477
PART
JOBANALYSIS
STUDIES
CHAPTERI
CONCEPTS,PRINCIPLES,ANDAPPLICATIONSOFJOBANALYSIS
Thischapterdefinesjobanalysis,thecategoriesofinformationnecessaryfora
completeanalysisofajob,andrelatedterms.Italsocoversthemajorprinciplesand
applicationsofjobanalysis.Laterchaptersdescribewaysinwhichtheseprinciplesare
applied.
DefinitionsofJobAnalysisTerms
JobAnalysis: Ingeneral,thegathering,evaluating,andrecordingofaccurate,objective,
andcompletejobdata.Jobanalysisidentifiesanddescribes,inasystematicand
comprehensivebutsuccinctmanner:
Whattheworkerdoesintermsofactivitiesorfunctions.
Howtheworkisdonethemethods,techniques,orprocessesinvolved,andthe
workdevicesused.
Resultsoftheworkthegoodsproduced,servicesrendered,ormaterialsused.
Workercharacteristic.s theskills,knowledges,abilities,andadaptabilities
neededtoaccomplishthetasksinvolved.
Contevtoftheworkintermsofenvironmentalandorganizationalfactors,and
thenatureoftheworker'sdiscretion,responsibility,oraccountability.
Establishment:Apublicorprivateemployingunitthatproduces,provides,and,orsells
goodsorservicesatasinglephysicallocation.Anestablishmentmayrangeinsizefroma
singleself-employedworkertothousandsofworkers.
WorkActivities: Thephysicalactionsandmentalprocessesbywhichworkersachievean
establishment'sobjectives.
Position: Theworkactivitiesperformedbyoneworkeratoneestablishment.
Job:Asinglepositionoragroupofpositions,atoneestablishment,whosemajorwork
activit;esandobjectivesaresimilarintermsofworkeractions,methodologies.materials,
products,and/orworkercharacteristics;andwhosearrayofworkactivitiesdiffers
signifirantlyfromthoseofotherpositions.
5
1u
1
SANDWICHMAK:iR
Occupation:Agroupofjobs,foundatmorethanoneestablishment,havingwork
activitiesthatareidenticalorrelatedintermsofcombinationsofsimilarmethodologies,
materials,products,workeractions,and/orworkercharacteristics.
Task:Agroupingoftheelementsandworkactivitiesofajobthathaveacommon
purpose,andarecloselyrelatedintermsofmethodologies,materials,products,services,
andtypesandsequencesofworkeractions.
Element:Thesmalleststepintowhichitispracticabletosubdivideaworkactivityfor
purposesofajobdescription.Itisthecomponentofatask,butmorecomprehensivethan
individualmotionsoftheworker.
TheJobasaConcept
Asananalystgathersdataontheworkactivitiesassociatedwiththevarious
positionsatanestablishment,theactivitiesareatthatpointnotyetidentifiableastasksor
jobs.Itisonlyafterthedataarecollected,analyzed,andsynthesizedthattheanalystisable
tocircumscribejobsandtheircomponenttasks.Thisprocessisnotbasedonanexact
science,butratheronaseriesofjudgmentsandestimatesonthepartoftheanalyst.
Consequently,differentanaiystsstudyingthesamepositionsmayidentifythetasks
differently.Thepromsofidentifyingjobsamongpositionsstudiedisdescribedin
Chapter2,p.30,andtheprocessofbreakingajobdownintotasksisdescribedinChapter3,
p.43.
Element,task,andjobarerelativeconcepts;thatis,anactivitythatis anelementin
onejob,couldbeataskinanotherjob,andcouldconceivablybeajobinandofitself.
Figure1illustratesthispoint."Slicescoldmeatsandcheese"isanelementofaShortOrder
Cook,ataskofaSandwichMaker,andthetotaljobofaDeliCutter-Slice,.
FIGURE
Job,Task,andElementasRelativeConcepts
JOBTITLE
JOB
TASK
ELEMENT
SNORTORDERCOOK
Preparesandcooksto
order,foodrequiring
shortpreparationtime
Preparessandwiches
Slicescoldmeatsend
cheesebyhandor
mecnine
Preparessandwiches
Slicescoldmeatsand
cheesebyhandor
machine
DELICUTTER-SLICER
Slicescoldmeatsand
cheesebyhandor
machine
DimensionsofaJob:TheJobAnalysisComponents
Alljobanalysicmethodsrequirethatcertaincategoriesofinformationaboutjobs be
collected,analyzed,andrecordedinasystematic
way.ThemethodusedbytheUnited
StatesEmploymentService(USES)recogn;zestwomajor typesofjobinformation:the
WorkPerformedandtheWorkerCharacteristics.Thespecificcw.egoriesofinformation
undereacharetheJobAnalysisComponents.Eachjonanalysis componenthasaspecific
numberoffactors,whicharedefinedsubcomponents.One ormorefactorsassignedtoa
givenjoborworkactivityisanestimatedratingmadebytheanalyst,
basedonan
applicationofthedefinitionsofthefactorstotheactivitiesandrequirementsof thejob.
Workperformed(seeChapters6-8)includesthosejobanalysis
componentsthat
relatetotheactualworkactivitiesotajob.Theworkperformedcomponentsare:
WorkerFunctions
WorkFields
WorkDevices
Materials,Products,SubjectMatter,andServices(MPSMS)
Theworkperformedcomponentswillbereferred toinChapter3asthefourcategoriesof
informationthatshouldbereflectedinthejob summaryandthebodyofawellwrittenjob
description.
Sentenceanalysisisatechniqueofintegratingtheworkperformed componentsin
collecting,recording,andevaluatingjobdata.Sentenceanalysisprovides aframeworkfor
expressingtheworkperformedcomponentsinastandard,conciseformwhichsummarizes
ajoborataskinasinglesentence.Useofthistechniquemakesiteasierfor ananalystto
collectcompletejobinformation,toassigncorrectratingsfortheratable workperformed
components(workerfunctions,workfields,andMPSMS),andtowritethejobsummary
sectionofthejobdescription.Thetechniqueinvolvesorganizing theworkperformedin
thefollowingframework:animpliedsubject(theworker), averb,object,andmodifying
infinitivephrase.Examplesoftheapplicationof sentenceanalysisareshowninFigure2.
ItsapplicationtothepreparationofjobsummariesisdiscussedinChzpter3.
FIGURE
SentenceAnalysisTechnique
WhatDoestheWorkerDo?
WhyDoestheWorkerDoit? WhetistheFinalResult
WhatGetsDone? orTechnologies!Objective?
WorkerAction
Materials,Products,SubjectMatter
Puma'softheWIrkerActions and/orSemites
(WorkerFunction)
(WorkDevices,People
orInformation) (WorkField! (MPSMS)
Verb DirectOtject
infinitivePhrase
infinitive Objectoftheinfinitive
Setsup
(sottingup)
varioustypesof
metal-workingmachines
(workdevice)
tomachine
(machining,
metalaircraftparts.
(material)
Persuades
(oersuedIng)
customers
(people)
tobuy
(merchandising)
automobiles.
(product)
Interviews
(analyzing)
clients
(pe0Pie)
toassess
(advising-counseling)
skillsandabilities.
(subjectmatter)
Drives
(drivinroperating)
bus
(workdevice)
totransport
(transporting)
passengers.
(service)
8
13
Worke-..characteristics(sec(hapters9-15)im.ludethosejobanalysiscinnponents
whichreflectworkerattributesthatcontributetosuccessfuljobperformance,withregard
totheworkactivitiesthemselvesandtheenvironnwntinwhichtheyare performed.The
workercharacteristicscomponentsare:
GeneralEducationalDevelopment((;ED)
JobTrainingimeurnandSpecific.VocationalPreparation(SVP)
Aptitudes
Interests
'Temperaments
PhysicalDemands
EnvironmentalCmditions
Figure3depictstheworkperformedandtheworkercharacteristicsjobanalysis
compcments.whichdefinethe.dimensionsofajob.
FIGURE
9
_
Toolsarehand-heldimplementswhichareusedtochangeormovematerials.
Includedareallcommonandspecial-purposehandtools,andthoseusedbythe
workerandactuatedbyoutsidepowersources,suchaselectricityorcompressed
air.Examplesofthelatterarepneumatichammers,cuttingtorches,paintspray
guns,electricscrewdrivers,andelectriccutters.
WorkAidsaremiscellaneousitemswhichcannotbeconsideredasmachines,
equipment,ortools,andyetarenecessaryforcarryingoutthework.Includedare
securingdevices,suchasjigs,fixtures,andclamps;measuringandweighing
devices,mechanicalandelectrical,regardlessofsize;workinstructions,
includingblueprints,sketches,maps,charts,wiringdiagrams,workspecifi-
cations,writteninstructions,andproceduralmanuals;andmusicalinstru-
ments.
Thisjobanalysiscomponent,althoughnotdiscussedinaseparatechapter,is
mentionedinChapters2and3inconjunctionwithstudyingjobsandpreparingjob
descriptions.
Materials,Products,SubjectMatter,andServices(MPSMS)include(1)basic
materialsbeingprocessed,suchasfabric,metal,andwood;(2)finalproductsbeingmade,
cultivated,harvested,orcaptured,suchaswildanimals,sponges,fieldcrops,trees,and
automobiles;(3)data,whenbeingdealtwithorapplied,suchasineconomicsandphysics;
and(4)servicesbeingrendered,suchasbarberinganddentistry.Aclassifiedlistingof
MPSMScategoriesappearsinChapter8,wherethisjobanalysiscomponentisfully
discussed.
WorkerCharacteristicsComponents
GeneralEducationalDevelopment(GED)iseducationofageneralnaturewhich
contributestothereasoningdevelopmentandtheacquisitionofmathematicaland
languageskillsthatarerequiredoftheworkertoachieveaveragesatisfactoryjob
performance.GEDisestimatedonthebasisofthreediscretescalesforreasoning,
mathematical,andlanguagedevelopmentandisdiscussedinChapter9.
JobTrainingTime(JTT)andSpecificVocationalPreparation(SVP)isthensual
amountoftimespentbytheaverageworkerinacquiringinformation,learningthe
techniques,anddevelopingthefacilityforacceptableperformanceinaspecificjob,
occupation,orfieldofwork.In'consistsofthecumulativetimespentinoneormoreof
the'following:
Highschoolcourses
Vocationalcourses
Collegecourses
Apprenticeship
Inplanttraining
On-the-jobtraining
Performanceonrelatedjobs
SVPisspecificspansofJTTrangingfromashortdemonstrationtoover10years.JTIrand
SVParediscussedinChapter10.
11
16
Aptitudesarethespecificabilitiesrequiredofanindividualtoperformagivenwork
activity.Belowarethe11aptitudesincludedinthiscomponent;theyaredefinedand
discussedinChapter11.
G-GeneralLearningAbility
V-VerbalAptitude
N-NumericalAptitude
S-StialAptitude
P-FormPerception
Q-ClericalPerception
K-MotorCoordination
F-FingerDexterity
M-ManualDexterity
E-Eye-Hand-FootCoordination
C-ColorDiscrimination
Interestsarealikingorhavingapreferenceforanactivity.Twelvefactors,defined
anddiscussedinChapter12,haveIvenidentifiedwhichrepresentthevocationalinterests
ofindividuals.Thesefactorsare:
01 Artistic 07 BusinessDetail
02 Scientific 08 Selling
03 PlantsandAnimals 09 Accommodating
04 Protective 10 Humanitarian
05 Mechanical 11 Leading-Influencing
06 Industrial 12 PhysicalPerforming
Temperamentsaretheadaptabilityrequirementsmadeontheworkerbyspecific
typesofjobs.Thiscomponentconsistsofthefollowing11factors,whicharedefinedand
discussedinChapter13.
D-DIRECTINGactivities
R-PerformingREPETITIVEtasks
I -INFLUENCINGpeople
-PerformingaVARIETYoftasks
E-EXPRESSINGpersonalfeelings
A-WorkingALONE
S-WorkingunderSTRESS
T-AttainingTOLERANCES
U-WorkingUNDERspecificinstructions
P-DealingwithPEOPLE
J-MakingJUDGMENTSanddecisions
12
17
ApplicationsofJobAnalysis
Jobanalysisisthetechniqueusedforobtainingandpresentingfactualjob
information.Thisinformationisthebasisfor manydecisiortswadeeachdaybyindustry.
governmentandprivateagencies,andemployeeorganizationsconcerningmany
pro-
grams.
Manyoftheproceduresandtechniquesofjobanalysis
weredevelopedtofill
occupationalinformationneedsofvariousmanpowerprOgranisofthepublicemploy-
mentservice.However,theyareapplicabletomanyprogramsregardlessoftheintended
useofthedata.Someofthemajorapplicationsofjobanalysisarebrieflydescribedbelow.
ApplicationsUsingUSESJobAnalysisComponents
TheprimaryapplicationsoftheUSESjobanalysis
conTionentsaretheclassifi-
cationanddescriptionofoccupationsaspresentedintheDictionaryofOccupational
Titles'(DOT).Thispublicationprovidesmeaningfulandaccuratedataforjobmotching
andaclassificationsystemusefulforstatisticalreporting.Tbeoccupationaldefinitions
foundintheDOTarederivedfromjobanalysisdataand areusedinplacement,vocational
counseling,curriculumplanning,andvocationalrehabilitatio.
Theseoccupational
definitionsarewidelyusedbygovernmentandprivateagencies,industry, themilitary,and
schoolsandcolleges.
Twopublications,relatedtotheDOT,which usejobanalysisdata.components,
and/orconceptsarealsousefulinrecruitment,placement,training,andvocational
courseling.TheGuideforOccupationalExploration2(GOE). usesinterestareasasthe
basisofitsstructure.TheSelectedCharacteristicsofOccuPations
Definedinthe
DictionaryofOccupationalTitles3isasupplement totheDOTandcontainsjobanalysis
ratingsforspecificvocationalpreparation(SVP),mathematicsandlanguagedevelop-
ment,andphysicaldemandsandenvironmentalconditionsforoccupationslistedinthe
DOT.Itisusedforrehabilitation
programsbyagencies,suchastheSocialSecurity
Department'sDivisionofDisabilityDetermination.Additionlally, numerousUSEScareer
guidesandbrochures,whicharebased onjobanalysisdata,areusedincareerplanningand
jobmatching.
Sometypesofjobanalysisstudiesrequirethateachtaskbedescribedin detailand
analyzedindividuallyforvariousjobanalysisfactors
asifitwereajobinitself.This
technique,knownastaskanalysis,isusedforsuchobjectives asdevelopingandvalidating
'Diction& )fOccupationalTitles(4thed.,Washington:U.S.Departolent
1Labor,1977).
2GuideJo- cupational Exploration (Washington:U.S.DepartmentOfLabor,1979).
SelectedL rarteristicsofOccupationsDefinedinth:DictionaryofOc(ttpational Titles(Washington:
U.S.Departmf rofLabor,1981).
14
ia
occupationaltests,designingandupdatingvocationalcurriculums,andrestructuring
jobs.Varioustask-analysisformscanbedevisedforspecificstucli.A.Theformatinwhich
thetask-analysisdataispresentedisusuallysimilartothatofajobdescription:identifying
information,summary,body,andworkerrequirements.Thejobanalysisfactorsforwhich
eachtaskisrateddependsonthepurposeofthestudy.
Jobrestructuringisaspecialapplicationofjobanalysisthatinvolvesthe
identificationofjobswithinthecontextofthesystemofwhichtheyareapartandthe
analysisandrearrangementoftheirtaskstoachieveadesiredpurpose,suchasalleviating
skillshortages,creatingentry-leveljobs,improvingcareerladders,reducingbusinesscosts,
andachievingfullerandmoreefficientuseofmanpower.Taskanalysisisamajorstep
whichallowsconsiderationforrestructuringjobsbyrearrangingorotherwiserevising
tasksaccordingtotheirjobanalysisratings.This,alongwithotherfactors,suchas
workflowandplantlayout,providesabasisforrevisingthecoventofjobsand/orcreating
newjobs.ThejobrestructuringmethodologyoftheU.S.EmploymentServiceisfully
describedintheHandbookforJobRestructuring.4AnexampleofataskanalysisfrcrnAn
ApplicationoftheLaborDepartment'sJobRestructuringMethodologytoPhysical
Therapy4ctivities,5anactualjobrestructuringstudy,appearsinAppendixB,p.420.
Ajobspecificationisawrittenrecordofthehiringrequirementsofajobina
particularestablishment,basedonafirsthandanalysisofthejob.Itincludesadescription
ofthemajortasksofthejobandvarioushiringrequirements,suchasthequalifications
requiredforjobperformance,thephysicaldemandsandenvironmentalconditionsofthe
job.andotherjobfactorswhichmayaffectanapplicant'sabilitytoperformorwillingness
to-tcceptthejob.Jobspecificationsareusefultoolsforemployeeselection,especiallybor
jobswithfrequentopenitigs;jobsrequiringsomedegreeofskillforwhichlargenumbeis
ofapplicantsmustbescreened;jobsthataredifficulttofill;jobsinwhichphysical
dunandsand/orenvironmentalconditionsareimportantselectionfactors;andjobs
requiringtest-selectedreferrals.Jobanalysisisacriticalstepinthepreparationofajob
specificationbecausetheidentificationanddescriptionofthemajortasksofthejob
dependuponacarefulanalysis,sincemanyoftheselectionfactorsinthejobspecification
relatedirectlytooneormoreofthetasks.Jobspecificationsareveryusefulinaffirmative
actionplans.Agoodexampleoftheuseofjobspecificationsinaffirmativeactionisastudy
conductedatWagnerCollege,StatenIsland,N.Y.,whichisdescribedinTheJobAnalysis
ApproachtoAffirmativeAction.
OtherusesoftheUSESjobanalysiscomponentsincludealiencertificationstudies
andskillcomparabilitystudies,bothofwhichemphasizedetailedtaskdescriptionsandjob
trainingtimeinformation.
HandbookforJobRestructuring(Washington:U.S.DepartmentofLabor.1970).
5AnApplkationoftheLaborDepartment'sJotRestructuringMethodologytoPhysicalTherapy
Artivitie.s (NewYork:OccupationalAnalysisFieldCenter,NewYorkStateDepartmentofLabor.1977)
Berwitz,ClementJ., TheJobAnalysisApproachtoAffirmativeAclion,Wiley-Interscience.JohnWiley
SrSons,NewYork,1975.
15
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