This process of gathering, examining and interpreting data about the job's tasks will supply accurate information about the job so that an organization can perform efficiently. Performing a job analysis includes the following steps:

• Interviewing employees to find out exactly what tasks are being performed.
• Observing how tasks are performed.
• Having employees fill out questionnaires or worksheets.
• Collecting data on jobs from other resources such as salary surveys and the Occupational Outlook Handbook.

The results should be documented and reviewed by the employee who is currently in the position—and his or her supervisor—for any changes regarding the knowledge, skills, abilities, physical characteristics, environmental factors and credentials/experience of the position:

• Knowledge—comprehension of a body of information acquired by experience or study.
• Skill—a present, observable competence to perform a learned activity.
• Ability—competence to perform an observable behavior or a behavior that results in an observable product.
• Physical characteristics—the physical attributes an employee must have to perform the job duties with or without a reasonable accommodation.
• Environmental factors—working conditions (inside or outside the office).
• Credentials/experience—the minimum level of education, experience and certifications acceptable for the position.