ࡱ> ceb $bjbj pcrr.....$RRRP4R)6(w)y)y)y)y)y)y)$.+-z).)..4)d..w)w)'h(Ќ@j3(c))0)C(|Z.NZ. (Z..(LB6x,8)))Z. :  JOB ANALYSIS FORM PARTICIPANT ____________________________________ JOB TRAINER ________________________________________ COMPANY _________________________________________ CO. PHONE _________________________________________ ADDRESS __________________________________________ CONTACT____________________________________________ DATE JOB BEGINS __________________________________ SITE _________________________________________________ JOB TITLE IMMED SUPERVISOR__________________________________ PROJECT YEAR _____________________________________ CORE WORK TASKS: (Identified by employer)EPISODIC WORK TASKS: (Identified by employer) JOB-RELATED TASKS: (Identified during Job Negotiation)IMPORTANT CULTURAL ASPECTS: (Possible accommodations based on info in Profile) JOB DETAILS: ______________________________________________________________________________________________________________________________________________________________________________________________________ RATE OF PAY: __________ HOURS PER WEEK: __________ WORK DAYS: __________ BENEFITS: ____________________________________________________________________________________ HOLIDAYS/LEAVE TIME: _____________________ BREAKS/LUNCH: ___________________________ WORK HOURS EACH DAY: ____________________ OVERTIME/WEEKEND: _____________________ ATTACH JOB SUMMARY ON SEPARATE SHEET I. THE WAY IN WHICH THE JOB TASKS ARE TYPICALLY PERFORMED: A. Method: The facilitator should observe the manner in which typical employees in the setting perform each job. This is accomplished by assuming an unobtrusive observation position and carefully watching the employee(s) perform their duties. The facilitator should strive to make a "mental video tape" to be used later as a standard of correct performance and as a way to assist the supported employee to perform in a natural manner. Job observed Employee Observed Date & Time 1. 2. 3. 4. 5. B. Content: The employment facilitator should ask if the employer has step-by-step procedures for the job tasks observed above. If so, these procedures should serve as the initial content task analysis for each task. If not, the facilitator should write content steps, which would be appropriate for an average employee in the work site. These content steps should be presented to an appropriate decision-maker in the company for approval and refinement. Attach step-by step-procedures to this form. Specific Requirements Identified by Employer (Check only critical items; fully describe the extent of the demand and outline possible adaptations/accommodations it felt to be problematic for targeted employee) PHYSICAL DEMANDS:SENSORY/COMMUNICATION DEMANDS: Lifting VisionStanding HearingContinuous Movement SpeakingRapid MovementJudgmentWalkingACADEMIC DEMANDS:ClimbingReadingStoopingWritingCrawlingMath C. GENERAL STRENGTH/ENDURANCE REQUIREMENTS: D. PACE OF WORK: E. POTENTIALLY DANGEROUS COMPONENTS OF JOB: F. CRITICALLY IMPORTANT COMPONENTS OF JOB: G. ESTABLISHED LEARNING CURVE OR PROBATIONARY PERIOD FOR JOB: H. WORK SITE CONSIDERATIONS (SPECIAL CLOTHING, UNIFORMS, SAFETY EQUIPMENT REQUIRED): I. TOOLS TO BE USED: J. EQUIPMENT TO BE OPERATED: K. MATERIALS TO BE HANDLED: L. SPECIAL TERMS USE AT WORK SITE: M. DESCRIPTION OF ENVIRONMENTAL CONDITIONS OF WORK SITE: II. THE MEANS USED BY THE EMPLOYER TO TRAIN AND SUPPORT NEW EMPLOYEES A. DESCRIPTION OF THE COMPANY'S ORIENTATION PROCEDURES: Ask to review any written documents, which describe typical orientation procedures. Discuss with a supervisor or decision-maker the flow of typical procedures. Ask employees about their experiences. If possible, and if it is felt to be necessary, ask to be taken through an orientation. B. DESCRIPTION OF THE COMPANY'S PROCEDURES FOR INITIALLY TRAINING AND SUPPORTING NEW EMPLOYEES: Follow the suggestions in IIA, above. Additionally, ask for training from the employer on at least one of the tasks to be performed by the supported employer. Use this training as an opportunity to assess the capacity and flexibility of the employer in reference to the needs of the supported employee. C. DESCRIPTION OF SPECIFIC STRATEGIES USED BY THE EMPLOYER 1. WHO TYPICALLY PROVIDES NEW EMPLOYEES WITH TRAINING? 2. AVAILABILITY OF COMPANY TRAINER ASSIGNED TO EMPLOYEE: 3. AVAILABILITY OF COWORKERS/SUPERVISORS AS TRAINERS: 4. DESCRIPTION OF STRATEGIES USED BY EMPLOYER: 5. IMPORTANT RULES STRESSED BY EMPLOYER & CO-WORKERS: 6. UNWRITTEN RULES UNIQUE TO THE SETTING: 7. POTENTIAL FOR USE OF ADAPTATIONS, MODIFICATIONS IN WORK SITE: 8. WILLINGNESS OF COWORKERS/SUPERVISORS TO PROVIDE SUPPORT AND ASSISTANCE: D. THE "CULTURE" OF THE WORK SITE 1. EMPLOYER'S CONCERN FOR QUALITY: 2. EMPLOYER'S CONCERN NEED FOR PRODUCTIVITY: 3. FLEXIBILITY/RIGIDITY OBSERVED: III. PERSONNEL: MANAGERS, SUPERVISORS, AND CO-WORKERS A. SUPERVISORS OF EMPLOYEE ________________________________ TITLE _____________________ 2. ________________________________ TITLE _____________________ B. CO-WORKERS OF EMPLOYEE 1. _______________________________ POSITION ______________________ 2. _______________________________ POSITION ______________________ 3. _______________________________ POSITION ______________________ 4. _______________________________ POSITION ______________________ C. EMPLOYEE SOCIAL GROUPS AND NON-WORK ACTIVITIES: D. LEADERS AND POTENTIAL ALLIES AMONG CO-WORKERS AND SUPERVISORS: IV. JOB DESCRIPTION A. SCHEDULE: # OF DAYS OF WORK PER WEEK ___________________________ DAYS: ___________________________ HRS_________ _________  ___________________________ HRS_________ _________ ___________________________ HRS_________ _________  ___________________________ HRS_________ _________ ___________________________ HRS_________ _________ B. SEQUENTIAL CHRONOLOGY OF TYPICAL WORK DAY: (Include all job tasks) TYPE OF JOB TASK (Core, episodic, jobrelated)__________________________________ ___________________________________________________________________________ ___________________________________________________________________________ 2. NAME OF JOB TASK ________________________________________________________ 3. HOW OFTEN PERFORMED: __________________________________________________ C. CONTENT STEPS/SKILLS, STRATEGY FOR FACILITATION Including instructional and natural cues and adaptations) D. NAME OF JOB TASK __________________________________ CONTENT STEPS/SKILLS STRATEGY FOR FACILITATION (including instructional and natural cues and adaptations     Section 4/ Job Negotiation & Analysis  PAGE 2 Job Analysis Form/Revised 9/7/04 Section 4/ Job Negotiation & Analysis  PAGE 6 Job Analysis/Revised 6/21/04 $'EPmy{  ; J ^ ` ! 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