Job Analysis

Job analysis provides a way to identify essential functions and determine minimum qualifications and selection criteria. Selection criteria determined through job analysis will help make better decisions during the selection process. Performing a Job analysis is also critical to comply with the Americans with Disabilities Act (ADA). Through job analysis an employer can determine the essential functions of a job as well as the criteria for determining whether an individual can accomplish the essential functions with or without reasonable accommodations.

Essential Functions

Essential functions of the job are the tasks that are fundamental, not marginal. A qualified candidate is an individual who satisfies the skill, experience, education and other job-related requirements of the position held or desired, and who, with or without reasonable accommodation, can perform the essential functions of that position. For example, the essential duties for a Receptionist position may be to answer the phone and assist callers; record messages for department; greet clients and customers. Non-essential or marginal job functions/duties may include serving coffee to clients and customers and escorting clients to staff offices.

Questions to ask when preparing essential job functions:

  • Does or will the position actually perform the function?
  • Does the position exist to perform the function?
  • Would the job change if the function(s) was removed?
  • How important is the job function?
  • How is the function performed?
  • How much time is spent on the function?
  • What are the consequences if the function is not performed?
  • Are there other employees available to perform the function or is it required of each employee to perform many different tasks?
  • Is the function highly specialized, and the person in the position is hired for special expertise or the ability to perform it?

Non-Essential Functions

Non-Essential Functions are other duties and responsibilities that are occasionally performed or in addition to the essential duties of the position.  If the duty is viewed as unimportant to your department’s operation, or the duty is performed infrequently, or there is sufficient staff to reassign the marginal duty, or the duty can be redesigned or performed in another way, the duty would be considered non-essential.

Questions to ask when preparing non-essential job functions:

  • If someone else performed this job duty, would it affect the essence of the position?
  • What is the frequency this duty is performed?
  • Is there enough staff to reassign the marginal duty to other employees?
  • Can the marginal duty be redesigned or performed in another way?