Department XYZ
Office of Human Resources
STAFF SERVICES ANALYST (GENERAL) JOB ANALYSIS REPORT
4
Problem and Setting
Purpose of study
The Uniform Guidelines outline the requirements necessary for employers to legally defend
employment decisions based upon both overall selection processes and individual selection
procedures. The Uniform Guidelines require that selection procedures used for any
employment decision, including initial hiring, be demonstrably related to requirements of the
job. In addition to the requirements for job-relatedness outlined in the Uniform Guidelines,
California state law (Government Code §18930) requires that all civil service examinations be
job-related, as do professionally accepted standards of the American Psychological
Association. A job analysis conducted in conformance with the Uniform Guidelines and
professionally accepted standards will provide the job-related foundation for the development
and use of selection procedures.
The primary purpose of this project was to conduct a task-based job analysis of the Staff
Services Analyst (General) classification as utilized by Department XYZ. The job analysis
results provide the necessary basis to establish the content validity of an existing selection
procedure, develop a new selection procedure, and/or make any necessary revisions to the
Staff Services Analyst (General) classification.
(Note to analyst: this section of the report should describe the project and intended outcome(s), e.g.,
conduct job analysis and develop selection procedure(s), conduct job analysis and revise classification
specification, etc.)
Classification concept
The Staff Services Analyst (General) classification is used to classify positions which may
perform part, or all, of the following duties: study the principles and techniques of the area of
work to which assigned and, under supervision, apply them; participate in analytical studies of
organization, procedures, budgetary requirements, and personnel management; gather,
tabulate, and analyze data; prepare organization, workload, and other charts; interview and
consult with departmental officials, employees, and others to give and secure information;
prepare reports and make recommendations on procedures, policies, and program
alternatives; review and analyze proposed legislation and advise management on the potential
impact; make decisions on financial, personnel, and other transactions of average complexity;
work as a field representative in intergovernmental negotiations; and, prepare correspondence.
The current Staff Services Analyst (General) class specification, dated September 22, 1977,
(1) defines the scope of work completed in the Staff Services Analyst (General) classification,
(2) defines the level and type of work performed in the Staff Services Analyst (General)
classification, and (3) details the minimum knowledge, skills, and abilities required in the Staff