Experience
We conduct job analyses that comply with federal regulatory guidelines and professional standards. Since our inception two decades ago, we have conducted hundreds of job analyses for jobs ranging from executive level, professional positions to entry-level, manual labor positions in both the private and public sector.

Methodology
At the core of job analysis is the process of determining the work behaviors and tasks that comprise the content of a position or job, as well as the knowledge, skills, abilities, and physical abilities that are important for successful performance of the job. We work extensively with each organization in coordinating and conducting all job analysis activities such as site observations, individual interviews, group discussions, brainstorming sessions, and the administration of questionnaires.

Selection/Promotion
Job Evaluation/Job Classification
Job Descriptions
Training or Recruitment
Compensation
Performance Appraisal
Career Planning
Job Design/Strategic Job Analysis

Collection of Background Information
This involves activities associated with the collection and review of information about the job classifications under study. The purpose of this step is to familiarize our analysts with the job under review. We review the professional literature on job analyses or studies conducted on the job and review other materials such as the Dictionary of Occupational Titles (Department of Labor, 1977) and Sidney Gael's Job Analysis Handbook for Business, Industry and Government (Page & Caskey, 1988). We also review other documents pertaining to the jobs under review (e.g., organizational charts, policies and procedure manuals, training guides).

Site Observations
We work closely with subject matter experts (SMEs) in becoming familiar with their jobs and organization. We interview and observe incumbents performing their job duties to outline job functions and collect information concerning physical requirements and work conditions. This step also assists us in obtaining information needed for group meetings with the job incumbents.

Group Meetings
Following the background information review and site observations, we conduct group meetings to collect detailed information about a) work behaviors (WBs) and tasks, b) knowledge, skills, and abilities (KSAs), c) physical abilities (PAs), and d) work conditions. The purpose of these meetings is to provide a comprehensive description of the jobs under review.

Development and Administration of the Job Analysis Questionnaire
The group meetings with incumbents provide an overall blueprint of the job content domain; however they do not provide a standardized measure of the importance, criticality, frequency, and other criteria necessary to comply with professional standards. We design a job analysis questionnaire to collect this information in a standardized format from a representative sample of job incumbents, then compile the data.