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ORANGE COUNTY SHERIFF'S OFFICE GENERAL ORDER Effective Date: December 8, 2021  Amends - GO 4.6.8 (April 16, 2010 ) Number: 4.6.8 Distribution: All Personnel Review Month: November Reviewing Authority: HRD / Employee and Labor Relations Subject: Job Analysis This order consists of the following: 1. Purpose 2. Policy 3. Definitions 4. Procedures 1. Purpose The purpose of this policy is to define job analysis as the basis for critical human resource activities, including classifying and compen sating jobs, determining job qualifications, and defining job duties and responsibilities. 2. Policy Job analysis will be completed and job descriptions published for all sworn and non-sworn positions within the agency. Job analysis will, at a minimum: A. Serve as a basis for position classification and compensation. B. Provide a basis for establishing minimum job qualifications for recruitment, examination, selection and appointment, and promotion. C. Assist in the establishment of training curricula. D. Provide guidance to employees and their supervisors concerning the duties and responsibilities of individual positions. 3. Definitions A. Ability - capacity to carry out physical and mental acts required of the job. B. Class - a grouping of jobs for which duties, responsibilities, qualifications and conditions of employment are sufficiently alike to justify the same treatment with respect to personnel practices. C. Class Specification - an official statement or guideline about the general duties, responsibili ties and qualifications involved in the kinds of jobs included in the same class. D. Duty - a grouping of job tasks which represent a distinct category of work performed, e.g., respond to calls for service, conduct interviews, prepare reports. 4.6.8, Page 2 E. Elements - descriptions of the human behaviors that are involved in job performance, including the basic sensory, perceptual, mental, physical, and interpersonal activities involved in jobs. F. Essential Task - a function of the job that when removed fundamentally chang es the job, as further defined in Section 1630.2(n) of The Americans With Disabilities Act (ADA). G. Job - one or more positions with duties and responsibilities that are identical in all significant respects so that a single descriptive title can be used to describe the work done. H. Job Analysis - a systematic examination and definition of a job in terms of its component duties, tasks, elements, knowledge, skills, abilities, and other characteristics. I. Job Classification - the process of grouping jobs into ca tegories based on the similarity of duties, tasks, elements, knowledge, skill, ability, and other characteristics to justify the same treatment across jobs within a class with respect to personnel practices. J. Job Description - a written statement of the du ties and responsibilities of the job, which may include: job title, function, duties, tasks, required knowledge, skill, abilities, and other characteristics, working conditions, equipment used, and conditions of employment. K. Job Evaluation - the process o f defining and ordering jobs relative to their value, usefulness, or worth for compensation purposes. L. Knowledge - capacity to readily demonstrate understanding of a body of material directly involved in the performance of a job. M. Other Characteristics - include interests, temperaments, and personality traits relevant to the job. N. Position - the duties and tasks assigned to a single employee. A position may be filled or vacant. There are as many positions as there are authorized employees. O. Skill - capaci ty to perform tasks of the job requiring the use of tools, equipment, and machinery, including computers. P. Task - a distinct job activity carried out for a distinct purpose, e.g., communicate unit position to dispatcher via radio, prepare field interview r eport. Tasks may be further broken down into sub -tasks, e.g., depress intercom switch, write subject's name. 4. Procedures A. Job Analysis 1. A written job analysis of every position in the agency will be prepared and 4.6.8 , Page 3 maintained on file by Human Resource s. 2. The date of the most recent job analysis and job description update will be documented for each position. Job analysis data will be updated as necessary to verify that relevant and essential tasks and other job information are accurately documented . At a minimum, the relevant job analysis will be reviewed and updated, if necessary, prior to position recruitment, selection, or promotion events. 3. The job analysis for each position includes, at a minimum: a. The duties, responsibilities, and tasks for each position. b. The frequency with which each task is performed. c. The relative importance of job tasks. d. The minimum level of proficiency or qualifications (i.e., knowledge, skills, abilities, and other characteristics) necessary to effectively perform the job. 4. Job analysis may be performed by using a variety of methods, including: direct observation of job performance; group and individual interviews with employees and/or supervisors; task inventory questionnaires and checklists; structured j ob element questionnaires (e.g., Position Analysis Questionnaire); critical incidents analysis; and review of existing literature. 5. Experienced and knowledgeable job incumbents and supervisors will be selected to assist Human Resources professionals as subject matter experts (SME’s) to support job analysis and provide input to promotional procedures using job analysis input. SME’s shall categorize and establish priorities regarding job tasks and qualifications. They shall also provide input on the mean s by which relevant knowledge