Use the provided Job Analysis Executive Supervisory Questionnaire and Essential Job Functions forms to perform a complete job analysis for a Human Resource Director position.
Assignment Content
Use the provided Job Analysis Executive Supervisory Questionnaire and Essential Job Functions forms to perform a complete job analysis for a Human Resource Director position. The PowerPoint for week 2 contains a sample job analysis that you can review as a guide. Please complete all sections and do not leave anything blank. This week’s assignment requires the completion of both the questionnaire and the essential job functions form. To obtain information on the Fair Labor Standards Act (FLSA) Exemptions, please review Department of Labor (DOL Fact Sheet #17)Thanks Keep in mind, that the Essential Job Functions Form is an ADA tool that will be used by healthcare providers and HR managers to determine the employee’s ability to work. That is, to perform the essential job functions of their position with or without a reasonable accommodation. Therefore, you should enter as much information as possible about the how the work is performed. For example, how must they participate or perform. Think about the “how” the job is done. For example, if we use words like, participates, manages, ensures, etc., we must explain what it entails? If the employee went out on FMLA or Workers’ Comp, and the medical provider reading your description of the essential functions had to make a decision as to any restrictions that the employee might have in order to return the employee to work, the more information that we provide, the better it becomes a solid tool to make determinations of this kind. Think about having a request for a reasonable accommodation, would this employee be able to perform the essential job functions with or without an accommodation?Factors to consider in determining if a function is essential include:
Whether the reason the position exists is to perform that function,
The number of other employees available to perform the function or among whom the performance of the function can be distributed, and
The degree of expertise or skill required to perform the function.
How much time is spent performing the function? What are the consequences of not requiring the incumbent to perform the function?
Your judgment as to which functions are essential, and a written job description prepared before advertising or interviewing for a job will be considered by EEOC as evidence of essential functions. Other kinds of evidence that EEOC will consider include:
The actual work experience of present or past employees in the job,
The time spent performing a function,
The consequences of not requiring that an employee perform a function, and
The terms of a collective bargaining agreement.
Whether or not a particular duty is considered marginal will depend on:
The importance of the duty to your department’s operation
Its frequency
If there’s sufficient staff to reassign the marginal duty to other employees
If the marginal duty can be redesigned or performed in another way
Examples of Job Functions:Receptionist PositionEssential job functions might include:
Answering the telephone and assisting callers
Recording messages for department personnel
Greeting clients and customers
Marginal job functions might include:
Escorting clients to staff offices.
For this receptionist position, the applicant would need to be able to perform the duties of this position with or without reasonable accommodation. The marginal or non-essential job functions are those that could be redesigned or reassigned to other employees, if necessary.
ALL RESOURCES ARE ATTACHED
Requirements: homework discussion, 1 page
Keep in mind, that the Essential Job Functions Form is an ADA tool that will be used by healthcare providers and HR managers to determine the employee’s ability to work. That is, to perform the essential job functions of their position with or without a reasonable accommodation. Therefore, you should enter as much information as possible about the how the work is performed. For example, how must they participate or perform. Think about the “how” the job is done. For example, if we use words like, participates, manages, ensures, etc., we must explain what it entails? If the employee went out on FMLA or Workers’ Comp, and the medical provider reading your description of the essential functions had to make a decision as to any restrictions that the employee might have in order to return the employee to work, the more information that we provide, the better it becomes a solid tool to make determinations of this kind. Think about having a request for a reasonable accommodation, would this employee be able to perform the essential job functions with or without an accommodation? Factors to consider in determining if a function is essential include: • Whether the reason the position exists is to perform that function, • The number of other employees available to perform the function or among whom the performance of the function can be distributed, and • The degree of expertise or skill required to perform the function. • How much time is spent performing the function? What are the consequences of not requiring the incumbent to perform the function? Your judgment as to which functions are essential, and a written job description prepared before advertising or interviewing for a job will be considered by EEOC as evidence of essential functions. Other kinds of evidence that EEOC will consider include: • The actual work experience of present or past employees in the job, • The time spent performing a function, • The consequences of not requiring that an employee perform a function, and • The terms of a collective bargaining agreement. Whether or not a particular duty is considered marginal will depend on: • The importance of the duty to your department’s operation • Its frequency • If there’s sufficient staff to reassign the marginal duty to other employees • If the marginal duty can be redesigned or performed in another way Examples of Job Functions:
Receptionist Position Essential job functions might include: • Answering the telephone and assisting callers • Recording messages for department personnel • Greeting clients and customers Marginal job functions might include: • Escorting clients to staff offices. For this receptionist position, the applicant would need to be able to perform the duties of this position with or without reasonable accommodation. The marginal or non-essential job functions are those that could be redesigned or reassigned to other employees, if necessary.
Section 2 – List brief job description.
Section 3 – List essential job functions here. You may list as many or as few functions as necessary. Please attach additional sheets if necessary or desired.
Section 4 – Physical Demands (Based on 8-hour day)
ESSENTIAL JOB FUNCTIONS FORM
INSTRUCTIONS & GUIDELINES
The Americans with Disabilities Act (ADA) requires employers to focus on the essential functions of a position to determine whether an individual is qualified. Essential job functions are the fundamental job duties that an applicant or employee must be able to perform, with or without reasonable accommodation.
To identify essential job functions, the first consideration is whether employees in the position are actually required to perform the function.
If a person does perform a given function, the next consideration is whether removing that function would fundamentally change the job.
A list of essential job functions should focus on the results or outcome of a function, not solely on the way it customarily is performed.
For example: A job that requires objects to be moved from one place to another should state this essential function. The analysis may note that the person in the job “lifts 50 pound cartons to a height of 3 or 4 feet and loads them into truck-trailers 5 hours daily,” but should not identify the “ability to manually lift and load 50 pound cartons” as an essential function unless this is the only method by which the function can be performed without causing an undue hardship.
A function may be essential if the position exists to perform the function.
For example: A person is hired to proofread documents. The ability to proofread accurately is an essential function, because this is the reason that this position exists.
A function may be essential if there are a limited number of other employees available to perform the function, or among whom the function can be distributed. This may be a factor because there are only a few other employees, or because of fluctuating demands of a business operation.
For example: It may be an essential function for a file clerk to answer the telephone if there are only three employees in a very busy office and each employee has to perform many different tasks. Or, a company with a large workforce may have periods of very heavy labor-intensive activity alternating with less active periods. The heavy workflow during peak periods may make performance of each function essential and limit an employer’s flexibility to reassign a particular function.
A function may be essential if the function is highly specialized and a person is hired for special expertise or ability to perform it.
For example: A company wishes to expand its business with Japan. For a new sales position, in addition to sales experience, it requires a person who can communicate fluently in the Japanese language. Fluent communication in the Japanese language is an essential function of the job.
The consequences of not requiring a person in a job to perform a function are important factors to consider. Sometimes a function that is performed infrequently may be essential because there will be serious consequences if it is not performed.
For example: A corrections officer may only need to pursue and physically restrain an inmate with a weapon occasionally, but the function is essential because of the serious consequences if the officer could not perform this function.
The employer’s judgment; a written job description prepared before advertising or interviewing applicants for a job; the amount of time spent performing a function; the terms of a collective bargaining agreement; the work experience of people who have performed a job in the past and work experience of people who currently perform similar jobs; and the nature of the work operations and the employer’s organizational structure may also be factors in determining whether a function is essential.
If you need more information about Essential Job Functions, or assistance completing this form, please contact the Human Resources Department.
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