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The Source of Truth about Job Skill Requirements. <br />Job Analysis and Occupational Profiles <br />According to the US Office of Personnel <br />Management, job analysis is a systematic <br />procedure for gathering, documenting, and <br />analyzing information about the content, context, <br />and requirements of a job. It demonstrates that <br />there is a clear relationship between the tasks <br />performed on the job and the competencies, <br />knowledge, skills, abilities, and behaviors required <br />to perform the tasks.' <br />Occupational profiles are defined as the end <br />product of a process used to identify the key skill <br />areas and levels of skills required to enter an <br />occupation and successfully perform tasks. <br />Occupational profiles are usually developed via a <br />job analysis or job profile for several jobs with <br />similar occupational titles. The process includes <br />identifying, in detail, the particular job duties and <br />requirements and the relative importance of <br />these duties for a given job. Several sources of <br />occupational profiles are available to the public, <br />including the Occupational Information Network <br />(0 "NET), which identifies and describes the key <br />knowledge, skills, and abilities for more than <br />1,100 occupations, and ACT's occupational <br />profiles database, which contains information <br />compiled from more than 19,000 job profiles. <br />f <br />8 WORK READINESS STANDARDS AND BENCHMARKS <br />When cognitive assessments are used for <br />selection purposes, the Uniform Guidelines <br />for Personnel Selection suggest using a local <br />content validation study to ensure that the <br />content of the assessment is relevant to the <br />job. The use of job profiling is considered to <br />be a content validation approach for using <br />ACT WorkKeys assessments for personnel <br />selection. This process was reviewed and <br />confirmed by leading experts in the field of <br />personnel selection.' <br />During the process of job profiling, for the <br />purpose of using ACT WorkKeys assessments, <br />subject matter experts rate the importance of <br />specific job tasks and assign ACT WorkKeys skill <br />levels to each task that is essential to successful <br />job performance. An overall skill level is then <br />computed for the specific ACT WorkKeys <br />tests (e.g., Reading for Information, Applied <br />Mathematics, Locating Information) that are <br />relevant to the job. Under the Uniform Guidelines, <br />content validation is one method for using <br />cognitive assessments for personnel selection <br />to address adverse impact in selection <br />procedures.' <br />F -2 Page 99 <br />