Topic 3

Question 1

Administrative

Answer 1

Pertaining to the activities of running an organization or a business.

Question 2

Child Labor

Answer 2

Defines the type of work appropriate for children and the ages at which children can work.

Question 3

Compensatory Time

Answer 3

Paid time off instead of overtime pay.

Question 4

Computer

Answer 4

Programming, network administrationq

Question 5

Consolidate Information Into Job Description Draft

Answer 5

Review the information gathered from the interviews to create the draft of the job description. This draft should note any points of uncertainty or disagreement among information sources.

Question 6

Creative Professionals

Answer 6

People who are employed for the extraction of their skills concerning creativity.

Question 7

Custom Questionnaires

Answer 7

A series of questions that job incumbents complete on their own.

Question 8

Executives

Answer 8

People who have managerial authority in a business organization.

Question 9

Fair Labor Standards Act (FLSA)

Answer 9

An Act that requires organizations to determine the “employee status” of each job.

Question 10

Generic Questionnaires

Answer 10

Purchased from a third party, they use general questions to which incumbents respond using scaled ratings.

Question 11

Highly Compensated

Answer 11

Making more than $107,432 per year.

Question 12

Identify Job

Answer 12

The first step is to identify the job being analyzed. This includes obtaining previous job descriptions if analyzing an existing job, descriptions of any jobs being consolidated into the new job, or labels provided to the job by those requesting the job analysis. At this point it is recognized that the exact job title and job identification information is subject to change.

Question 13

Independent Contractors

Answer 13

Those who generally have the abilty to set their own hours and work processes, and who work and are paid on a project basis with the opportunity for profit or loss.

Question 14

Job Analysis

Answer 14

The process of systematically analyzing positions that result in completed work in organizations.

Question 15

Job Description

Answer 15

A written document that serves as the primary source of information about a job. It should be detailed enough that the day-to-day activities are referenced and should include a statement such as “other duties as assigned.”

Question 16

Job Family

Answer 16

A grouping of jobs that have similar functions or content.

Question 17

Job Specification

Answer 17

Translates the TDRs into Knowledge, Skills, Abilities, and Other (KSAOs) that an employee needs to perform the job at a satisfactory level.

Question 18

Job Title

Answer 18

The name by which the job is known within the company.

Question 19

Learned Professionals

Answer 19

People who have advanced knowledge in a field of learning, usually acquired by a prolonged course of specialized, intellectual instruction.

Question 20

Observe and Interview Incumbents

Answer 20

Conduct more in-depth interviews with job incumbents to ascertain the tasks, duties, and responsibilities. Care should be taken to interview multiple incumbents of varying experience with a common set of structured questions.

Question 21

Observe and Interview Leadership

Answer 21

Observe the workplace and interview the organizational leadership connected to the new job. Attention should be placed on understanding how the job interfaces with other jobs in the workplace.

Question 22

Obtain Feedback and Revise Job Description

Answer 22

Survey or interview based process to have the subject matter experts review the job description to ensure that it adequately captures the job. For jobs involving numerous incumbents, a survey can often be used with this step. Finally, a mechanism for resolving conflicts and for keeping the description updated should also be established, this is commonly done during annual performance reviews.

Question 23

Outside Sales

Answer 23

Making outside sales away from the employer’s place of business.

Question 24

Panel Interviews

Answer 24

Multiple job incumbents (and sometimes multiple job analysts) all meet together to analyze the job.

Question 25

Primary Duties Test

Answer 25

If an employee has significant discretion and exercises independent judgment, that employee is classified as exempt from FLSA provisions. The tests of duties are broken into exemption criteria for Executives, Learned Professionals, Creative Professionals, Administrative, Computer, Outside Sales, and High Compensated.

Question 26

Reference ID

Answer 26

A letter and/or numeric code used to reference each job within an organization.

Question 27

Salary Basis Test Salary Level Test

Answer 27

Any employee whose pay is reduced based on the hours worked is non-exempt.

Question 28

Salary Level Test

Answer 28

Any employee paid less than $35,568 per year (or $684 per week) is nonexempt and covered by the FLSA.

Question 29

Tasks, Duties and Responsibilities (TDRs)

Answer 29

The building blocks of a job that represent the ways that an employee creates value for the organization. Statements of TDRs are usually limited to between 7-15 statements that begin with action verbs.

Question 30

The Occupational Outlook Handbook (OOH)

Answer 30

An additional resource provided by the Bureau of Labor Statistics (BLS).

Question 31

Traditional Interview

Answer 31

The job analyst asks the job incumbent preset questions about the content, skills needed, and time spent on activities in the job.