JOB ANALYSIS QUESTIONNAIRE
The purpose of this questionnaire is to gather information about the job and its requirements. This information
will be used to ensure that the job is properly valued in the Eastern Michigan University Compensation
structure. This questionnaire is used for creating a new position, re-classifying a current position, and
determining reasonable accommodations under the American with Disabilities act. The information can be
completed by a current positional incumbent or by the requesting supervisor.
The questionnaire asks you to describe the job in your own words and to provide responses, which accurately
represent the way the job currently functions; don’t overstate or understate your answers. To help you with
this, keep these points in mind:
1. Consider the job’s usual responsibilities. Do not dwell on limited, short-term tasks or future
responsibilities.
2. Look at the “whole picture.” Compare the job to others in your department and in the entire University.
3. Remember that you are considering the job and its requirements – not your own personal background
or how you would like to see the job performed.
SECTION 1: GENERAL INFORMATION
New Position
Position Review for reclassification or ADA accommodation
Incumbent Name:
Supervisor Name:
Department:
Job Title:
Pay Grade:
SECTION 2: GENERAL SUMMARY
In the space provided below, briefly explain one or two sentences the general purpose of the position.
Page 1 of 12
JOB ANALYSIS QUESTIONNAIRE
SECTION 3: DUTIES
An essential duty is any task which is a basic, necessary and integral part of the job. Marginal duties are duties
that other employees could perform if work was redistributed. Marginal duties, if removed, would not
fundamentally change the job responsibilities.
List in order of importance and explain the major duties and responsibilities of your position. Essential functions
are job tasks that are fundamental to accomplishing the work. Indicate also the average percent of time spent
performing each separate job duty. The percentages should total 100%.
Essential Duty
Percent
of Time
Total (must equal 100%)
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JOB ANALYSIS QUESTIONNAIRE
List the other duties and responsibilities of the position. Marginal functions are those task that are performed
either very infrequently or could be performed by others without altering the underlying reason the position
exists. Indicate the average percent of time spent performing each separate job duty.
Marginal Duty
Percent
of Time
SECTION 4: SPECIAL CONDITIONS OF EMPLOYMENT
Special conditions of employment include licenses, certifications, credentials, altered work schedules, and travel,
etc. that are essential to the position. Examples include a certification, state licensure, etc.
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JOB ANALYSIS QUESTIONNAIRE
SECTION 5: DISCRETION & INDEPENDENT JUDGMENT
Under federal regulations, discretion and independent judgment means: “Comparing and evaluating of
alternative courses of action and independently determining a course of action over "matters of significance,"
free from immediate direction. One must have the delegated authority to make choices and commitments on
behalf of an organization.” Discretion and independent judgment does not mean following prescribed
procedures, determining which of several procedures to follow, or determining whether specified standards
have been satisfied, even if there is some leeway in reaching a conclusion.
“Matters of significance” refers to the level of the importance or the consequence of the work performed. The
wider the scope of impact of an action or decision, the more likely an issue is a matter of significance.
Please read each responsibility statement in the chart below and indicate if the statement is a requirement of
this position.
Responsibility
Formulate, affect, interpret, or implement management policies or operating practices.
Carry out major assignments in conducting a business's operations.
Perform work that affects business operations to a substantial degree even if the
employee's assignments are related to operations of a particular segment of the
business.
Have authority to commit the employer in matters that have significant financial impact.
Have authority to waive or deviate from established policies or procedures without prior
approval.
Have authority to negotiate and bind the company to significant commitments.
Provide consultation or expert advice to management.
Plan for long-or-short-term business objectives.
Investigate and resolve matters of significance on behalf of management.
Represent the company in handling complaints, arbitrating disputes or resolving
grievances.
Yes
No
SECTION 6: PEOPLE MANAGEMENT TASKS
Please check the appropriate boxes below to identify any people management activities that are associated with
this position.
Hire employees (interview and
Discipline employees (initiate
select)
disciplinary actions and handle
complaints)
Mentor and advise (train
employees and determine work
techniques)
Promote employees (interview and
select employees for promotions)
Assign and evaluate work (set and
adjust work hours)
Terminate employees
Review performance annually
Set pay (recommend starting pay
and request pay adjustments)
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JOB ANALYSIS QUESTIONNAIRE
Complete the following questions, if this position has direct reports.
Enter the # of people directly supervised or managed:
Highest direct report positional level:
Administrative Support
Professional
Supervisor
Middle Management
SECTION 7: BUDGET MANAGEMENT TASKS
If this position is responsible for managing a budget, please complete the questions below.
Maximum amount for expense signing authority
Total allocated budgetary amount responsible for
SECTION 8: COMPLEXITY OF WORK
Complexity means reasoning requires consideration of factors and variables to derive solutions to problems. The
complexity of duties refers to the degree of action, standardized job duties, exercise of judgment, job decisions,
and exercise of discretion, resourcefulness, or creativity in devising methods, procedures, services, or products.
Select the one statement that best describes the position’s complexity of work.
Understands and follows simple instructions. Uses basic office equipment such as copy machines,
computer software, etc. Requires few decisions and duties are usually very standardized.
Follows detailed instructions and standard procedures to perform repetitive or routine duties.
Requires minor decision making.
Plans and performs varied duties requiring an extensive knowledge of a particular field. Uses a
wide range of procedures. Exercises judgment to analyze facts or conditions to determine what
action should be taken using standard practices.
Plans and performs a wide variety of duties requiring a broad knowledge of company policies and
procedures in addition to extensive knowledge of a particular field. Uses independent judgment
to devise methods or modify standard procedures to handle different conditions. Makes decisions
based on precedent and company policies.
Plans and performs difficult work without set precedent or procedures. Involves highly technical
or involved projects that have new constantly changing problems. Requires outstanding judgment
and initiative to deal with complex factors not easily evaluated.
Plans and performance complex work which involves new or constantly changing problems where
there are few accepted methods or procedures. Involved in strategic planning to carry out
company polices, objectives and programs for major divisions or functions. Ingenuity and
exceptional judgment necessary to deal with not easily evaluated factors and to interpret results.
Makes decisions that involve a great deal of responsibility.
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JOB ANALYSIS QUESTIONNAIRE
SECTION 9: SUPERVISION DIRECTION RECIEVED
Please review the direct supervision received statements and select the one that best describes this position.
Close Supervision
Indicates that the incumbent is assigned duties according to specific
procedures. Work is checked frequently, and in addition there may be
formal training.
Indicates that the incumbent performs a variety of routine duties within
established policies and procedures or by referral to the supervisor’s
guidelines.
Indicates that the incumbent develops procedures for performance of
variety of duties; or performs complex duties within established policy
guidelines.
Indicates that the incumbent establishes procedures for attaining specific
goals and objectives in a broad area of work. Only the final results of work
done are typically reviewed. Incumbent typically develops procedures
within the limits of established policy guidelines.
Indicates that the incumbent receives guidance in terms of broad goals
and overall objectives and is responsible for establishing the methods to
attain them. Generally the incumbent is in charge of an area of work, and
typically formulates policy for this area but does not necessarily have final
authority for approving policy.
Supervision
General Supervision
Direction
General Direction
Please complete the reporting relationship questions below. If an organizational chart of your area or
department is available, attach the chart instead.
What position does this position directly report to?
What position does this position functionally report to,
if applicable?
SECTION 10: POSTIONAL QUALIFICATIONS
Please identify the minimum educational and experience requirements needed for someone coming into the
position:
High School diploma or equivalent
Associates Degree
Bachelors Degree
Masters Degree
PhD. or Doctorate Degree
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JOB ANALYSIS QUESTIONNAIRE
Specific degree requirement:
Minimum overall experience for the position (total
experience in a field)
years
Minimum direct experience for the position (specific
experience related to activities, programs, or
management experience)
years
Please list other desirable (not required) certifications or qualifications for someone coming into this position.
Other Desirable Qualification
In the space provided, indicate the minimum knowledge, skills, and abilities for someone coming into this
position including the level of proficiency (Basic, Intermediate, or Advanced).
Knowledge: Body of information necessary for task performance (ex. Knowledge of department management,
familiar with application of federal and state laws pertaining to HR, understanding of safety and risk
management requirements.
Knowledge
Proficiency Level
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JOB ANALYSIS QUESTIONNAIRE
Skills: Level of proficiency needed for task performance (ex. Experience, training, education, license, good
customer service skills, strong interpersonal skills, basic computer skills, written communication, etc)
Skills
Proficiency Level
Abilities: Capabilities necessary to perform the job (ex: ability to create and manage a department budget,
function as a project manager, provide expertise to a team, etc)
Abilities
Proficiency Level
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JOB ANALYSIS QUESTIONNAIRE
SECTION 11: WORKING CONDITIONS
Evaluate the working conditions using the following scale:
 Frequently: 46-100% of the time
 Occasionally: 16 to 45% of the time
 Rarely: 0 to 15% of the time
Physical Conditions: On the job the employee must:
Frequently

Bend
Occasionally

Rarely

Kneel



Push/Pull



Squat



Sit



Handle Objects



Crawl



Stand



Reach above shoulder
level
Climb






Walk



Use fine finger
movements
Carry/lift up to 25lbs






Carry/lift 25 to 50 lbs



Carry/lift over 50lbs



Other:



Page 9 of 12
JOB ANALYSIS QUESTIONNAIRE
Mental Conditions: On the job the employee must:
Frequently

Read/comprehend
Occasionally

Rarely

Write



Perform calculations



Communicate Orally



Reason and analyze



Other:



Occasionally

Rarely













Environmental Conditions: On the job the employee must:
Frequently

Exposed to excessive
noise

Around moving
machinery

Exposed to marked
changes in temperature
and/or humidity

Exposed to dust, fumes,
gases, radiation,
microware

Drives motorized
equipment

Works in confined
quarters

Other:
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JOB ANALYSIS QUESTIONNAIRE
SECTION 12: ADDITIONAL INFORMATION
SECTION 13: CERTIFICATION OF COMPLETION
If completed by the employee: I the supervisor agree with the information provided on this Job Analysis
Questionnaire and recommend that this questionnaire is forwarded to HR for review.
Supervisor Signature:________________________________________ Date: _____________________
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JOB ANALYSIS QUESTIONNAIRE
COMPLETED BY COMPENSATION OFFICE
Market Reference Point #1 Source:
Market Reference Point #1 Title:
Market Reference Point #1 Midpoint:
Market Reference Point #1 Summary:
Market Reference Point #2 Source:
Market Reference Point #2 Title:
Market Reference Point #2 Midpoint:
Market Reference Point #2 Summary:
Grade:
Exemption
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