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Job Anal ysis Questionnaire (JAQ)
The purpose of the Job Analysis Questionnaire (JAQ) is to gather information about a job – its duties/responsibilities
and qualifications. The information provided will be used to ensure the job is in compliance with the Fair Labor
Standards Act (FLSA), other Federal and State regulations and University policies. Responses must accurately
represent the manner in which the job will function.
I. Job Profile
Date of Submission: Effective Date: Job Function: Job Family: Job/Position Title (Character Limit = 30):
Job Code: Position #: Faculty CIP Code: Division: Department: Hiring Manager: Manager Title: Employee Name (if applicable):
Employee ID (if applicable):
II. Reason for Request
Use Job Description Currently Posted
*NOTE: Org charts and financial crosswalk must be submitted with all re-organizations.
Position Status: Occupied Vacant Grant-Funded: Yes No Is this a Re-organization? * Yes No Campus Authority: Yes No Position Type Regular FTE %: Temporary FTE %: Pay Group: Faculty Staff Student-Worker New Job – Vacant. The job does not currently exist. Posting required. Reclassification (Promotion/Demotion) – Occupant moving to an existing job, posting not required. Occupant moving to a new job, posting required. Resumes must be submitted for Reclassifications. Reclassification (Lateral or Title Change Only)* – Occupant moving to an existing job, same grade, posting not required. Occupant moving to a new job, posting required. Resumes must be submitted for Reclassifications. ***** Posting not required for title changes with typographical and immaterial changes. No Change – Vacant. Existing job with no funding change. Posting required. Interim Assignment (Existing Job) – Exempt Only. Interim Assignment (New Job) – Exempt Only. Justification – Provide details critical to this request. Include such as split-funded FTEs, responsibilities which are being transferred to others and why this role is needed. Character Limit = 500
III. Job Summary and Responsibilities
Briefly succinctly describe the job’s primary purpose or function in 3-4 sentences. Character limit = 700
Please provide a maximum of nine (9) essential duties and responsibilities with a percentage of time spent performing each duty. Indicate the approximate percentage (min 5%) of time spent performing each duty/responsibility on an annualized basis. The total percentage of time should equal 100%. Finally, provide a description of the work product or the result of performing each job duty. While this is intended to be an accurate reflection of the current job, it is not necessarily an all-inclusive list of job-related responsibilities, duties, skills, efforts, and requirements. Begin each essential duty/responsibility with the appropriate actions verbs such as Maintains, Processes, Manages, Designs, Develops, Designs, Procures, Collaborates, Coordinates, Establishes, etc. Management reserves the right to revise the job to require that additional but job -related tasks be performed as assigned. Character limit = 500 each
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- Additional duties/responsibilities as assigned. 5%
Total of all percentages must equal 100% 100%
V. Job Level
a. Knowledge, Skills and Abilities
Please describe a maximum of 10 specific knowledge, skills, and abilities (KSAs): Knowledge (3), Skills (3), Abilities (3), and one (1) additional in any of the three areas. KSAs are required to perform the duties of the job and enable a person to perform the job duties of their job. Level of Proficiency is Basic, Skilled or Proficient. Please reference O*Net for examples for job specific KSAs.
Knowledge - Knowledge areas are sets of facts and principles needed to address problems and issues that are part of a job. The understanding of how to accomplish a specific task or job. Knowledge of processes, concepts and/or principles.
Level of Proficiency
Example:
Knowledge of State and Federal Regulations on hiring practices in Higher Education Skilled
Knowledge Knowledge Knowledge Technical Skills - A skill is the ability to perform a task well. It is usually developed over time through training or experience. Technical applications are considered a ‘hard’ skill. Please include hard skills below.
Level of Proficiency
Example: Skills in Microsoft Office, specifically Word, Excel, and PowerPoint Skilled Technical Skills Technical Skills Technical Skills Abilities - An ability is an enduring talent that can help a person do a job. Abilities of oral/written communication, interpersonal skills and/or problem solving.
Level of Proficiency Example: Ability to solve issues of a routine and simplistic nature Proficient Abilities Abilities Abilities
Leaders have the choice to add and additional Knowledge, Skill, or Ability Level of Proficiency
b. Leadership Scope & Accountabilities
Select the applicable option for each factor.
Factors Options Budget & Planning People Accountability (Full-time Staff/Faculty who are Direct Reports. Exclude students, temporary staff, Graduate Assistants, and any other non-regular staff.
Exempt
Non-Exempt
Job Function Job Family (occupied) Policy Final Approver Value Stream
VI. Exemption Status
a. Supervision Received
Please indicate the level of supervision that this position receives by selecting the appropriate level below.
Direct Supervision: Performs assigned tasks only as instructed or as determined by pre- established procedures. Little to no freedom to deviate from instructions/established procedures unless authorized by supervisor.
General Supervision: Assigned duties may require exercise of judgement, sometimes without clear precedents. Questionable cases are referred to supervisor. Work is reviewed by supervisor for accuracy and overall adequacy.
Moderate Direction: Duties are accomplished with some instructions. Exercises limited discretion on procedures and techniques. Work is evaluated upon completion to ensure objectives have been met.
General Direction: Functions independently within established policies/practices. Work is accomplished without considerable direction. Latitude to make decisions and exercise judgement to achieve defined goals within a team, program or function.
Administrative Direction: Broad management responsibility for a large program or set of related functions. Works with minimal direction towards long-range, strategic goals and are reviewed in terms of results - often in relation to major problems.
b. Supervision Provided
Indicate the level of supervision this job/position provides by checking the responsibilities below, as appropriate. Check here if this position does not have to supervise staff:
Interview job applicants Make hiring recommendations Make hiring decisions Plan and/or schedule work for others Assign or delegate work to others Establish rules, procedures, and/or standards Monitor work of others Give instructions to others Formally train others Evaluate the work of others but do not sign formal performance appraisal forms Complete and sign formal performance evaluations of others Discipline others Recommend promotion of others Recommend demotion or discharge of others Make promotion decisions Make demotions or discharge decisions Other (Explain):
VII. Physical Demands
Different positions require a variety of physical demands. Please indicate below the number of hours spent performing duties in each working environment, as appropriate.
Craft Workers Indoors (i.e.: Custodians, Maintenance Techs) Craft Workers Outdoors (i.e.: Grounds Keepers, Maintenance Techs, etc.) Safety & Security (i.e.: Security, Police, etc.) Laborer (i.e.: Laborers and Freight, Stock, and Material Movers, Hand) Faculty (i.e.: Asst, Assoc Professor) Office and Administrative (i.e.: Admin Assistants, Managers, Professionals) Service Workers (i.e.: Fitness Workers, Drivers, etc.) Other: Travel Requirements – Different positions require travel. Indicate the % Domestic travel via vehicle/plane.
VIII. Pre-Employment
Please check all that apply.
Motor Vehicle Record Check Criminal History Physical Exam Hearing Exam Pulmonary Function Test Other:
