THE EDUCATION JOBTHE EDUCATION JOB

The job of education was at one time thought of as simple enough to require the employment of one type of individual. This situation however has changed and is changing to such a degree that a number of activities have become necessary for better understanding of what is meant by the job. Among these activities are those of DEFINITION, CLASSIFICATION, SPECIFICATION, and RATING. These is very much and immediately the concern of the administration.

Chapter 2 Job Analysis and Job Design

DEFINITION:

The function, the job, or the total obligation to be undertaken by the school system in the education of the child in accord with his needs and the dictates of the society to which he belongs.

Chapter 2 Job Analysis and Job Design

DEFINITION:

EVOLUTION

During the colonial period of American history, the entire job of education was entrusted to the school master. In the increasingly rare one-room school systems, the teacher is still the sole executor of board policies. In his activities are to be seen the basic and specific functions and interrelationships of such currently familiar figures as superintendent, principal, classroom teacher, secretary, clerk and janitor.

Chapter 2 Job Analysis and Job Design

The total job of education is much the same irrespective of population or time factors. However, the school scene changes. Continued industrialization gives rise to population concentrations which promote large school systems and schools.

The job scene emerging is one of increasing specialization. The basic job of education has been broken down in many places into a number of components, each of which has become a job in itself. The jobs range from the professional to those of the semi or unskilled laborer.

Chapter 2 Job Analysis and Job Design

Elementary School

In fact it begins to look as if the elementary school is being confronted with prospects of further specialization. Even in the elementary level, one is no longer a school master in the original comprehensive sense.

Secondary SchoolCounsellorSubject Matter Specialist Teachers

Chapter 2 Job Analysis and Job Design

JOB LISTING

Before real progress can be made in understanding jobs, the positions that have somehow come into being have to be identified and compiled into a list. Initially such a list is made up informally and without any particular sequence, grouping or analysis. The list will never be constant because functions tend to change when personnel changes take place and because there will be accretions, deletions and planned changes in jobs.

Chapter 2 Job Analysis and Job Design

Every job listing at Job Service includes a combination of information that includes a brief description of the job, job applicant, qualifications and desired qualities. These elements are the keys you will need in order to prepare for an Interview should you be called to attend one.

This kind of listing may be illustrated by the following:

superintendent

supervisorprincipal

Teacher (by division and specialty)

doctordentistnurse

psychologist

When you are viewing a Job Listing at Job service, look for keywords such as:

TITLE

QUALIFICATIONS

DUTIES

REQUIREMENTS

Chapter 2 Job Analysis and Job Design

Every job listing at Job Service includes a combination of information that includes a brief description of the job, job applicant, qualifications and desired qualities. These elements are the keys you will need in order to prepare for an Interview should you be called to attend one.

The complete listing of all positions in a school system is preparatory to and a first step toward gaining an understanding of each through job analysis.

Chapter 2 Job Analysis and Job Design

JOB ANALYSIS

Analysis of a job is the study or examination by which that job gets to be seen in terms of its constituent parts. Analysis is basically a taking-apart operation through which each component is separated from the others for investigation and consideration by itself and in terms of its relationships to over-all job.

Steps in Job Analysis

1. Select Jobs for Analysis

2. Determine what information to collect

3. Determine how to collect the information

4. Determine who collects the information

5. Process the information

6. Write Job Descriptions and Job Specifications

These steps include the:

Purpose

Working Conditions

Responsibility

Duties

Physical and Mental ActivitiesSkill which characterize positions and differentiate them from others.

Chapter 2 Job Analysis and Job Design

JOB DESCRIPTION

The information gained through the job analysis provides the breakdown on each position. This is organized and written as a statement called the job description. This statement should be detailed and explicit. Technical language should either be reduced to understandable English in the text or explained.

Chapter 2 Job Analysis and Job Design

It’s Purpose:

Job descriptions have the purpose of clarifying the nature of the job in order that the job may be more accurately identified and definitively designated or titled, understood in terms of the likeness of their distinguishing facets. In addition, the job description serves as the detailed statement on the basis of which worker qualifications may be specified.

Uses of Job Description:

Recruiting

Training

Orientation

Selection

Employee Evaluations

Promotions and Transfers

Chapter 2 Job Analysis and Job Design

JOB CLASSIFICATION

Positions which have like characteristics form a category, group, family or class of jobs.

an arrangement of different types of employment within a company or industry, according to the skill, experience, or training required.

The primary objective of JOB CLASSIFICATION is to define and describe accurately the current duties and responsibilities of positions for the following purposes:

To aid in recruitment by establishing meaningful qualification requirements

To determine proper compensation

To facilitate developing performance standards and performance appraisals.

To identify career and promotional tracks in organizations

To assign responsibilities related to the organization’s plans and strategies

2 Classifications within the School System

Jobs Requiring Certification

Jobs Not Requiring Certification

The classification in this area will differ with the size of the district. However for purposes of illustration, the subclassifications would include (1) administrative, (2) staff or advisory, and (3) teaching jobs.

This will vary in number and kind with the school district and the size of the district. Four of the major subclassifications in the grouping would be (1) office, (2) operation, (3) maintenance, and (4) service jobs.

Chapter 2 Job Analysis and Job Design

JOB Speficication

DESCRIBES:

- Knowledge

- Skills

- Education

- Experience and

- Abilities

Essential to performing a particular job

COMPONENTS OF A JOB SPECIFICATION

Job Information

- The title should be chosen carefully as it provides importance and status for the employee

Job Purpose

- To identify nature of job

Main Duties

- To identify key duties of job

COMPONENTS OF A JOB SPECIFICATION

Required Skills, Knowledge and Characteristics

- Skills, knowledge ad personal characteristics of individuals who have successfully performed the job.

- Use the Job Analysis Data to determine the attributes you need from your “ideal candidate”.

- Knowledge can include the educational or vocational qualifications and other related knowledge gained from learning.

- Skills include on the job skills and any specialized competencies

COMPONENTS OF A JOB SPECIFICATION

Experience

- Describe minimum experience required to perform job satisfactorily; may include preferred/desired experience

Abilities

- Include, Physical, Mental and Aptitude

Licenses/Certification

Chapter 2 Job Analysis and Job Design

JOB RATING

Or Job Evaluation is the process of analyzing and assessing the various jobs systematically to ascertain their relative worth in an organization. Job is evaluated on the basis of their content and is placed in the order of their importance.

It should be noted that in a Job Rating, the jobs are ranked and not the job holders. Job holders are rated through performance appraisal.

PRINCIPLES OF JOB RATING

Rate the job but not the employee. Rate the elements on the basis of the job demands.

The elements selected for rating should be easily understood.

The elements should be defined clearly and properly selected.

Employees concerned and the supervisors should be educated and convinced about the programme.

PRINCIPLES OF JOB RATING

Supervisors should be encouraged to participate in rating the jobs.

Secure employee cooperation by encouraging them to participate in the rating programme.

Discuss with the supervisors and employees about rating but not about assigning money values to the points.

For better understanding let us look at the flowchart given below:

JOB RATING PROCESSOBJECTIVES OF JOB RATING

JOB ANALYSIS

JOB DESCRIPTION JOB SPECIFICATION

JOB RATING PROGRAMME

WAGE SURVEY

EMPLOYEE CLASSIFICATION

PURPOSE OF JOB RATING

Job rating, grading or classification has the one main purpose of setting up and providing recognition of the relative worth of each job in the school system. This worth is evaluated in terms of the contribution that the job makes to the over-all job of the school system, the education of the child which is the function of the school.

PURPOSE OF JOB RATING

Another objective of the job rating is to establish satisfactory wage and salary differentials. Job analysis precede the actual program of evaluation. Job analysis, as was discussed earlier, provides job-related data, which would be useful in drafting job description and job specification.

A job rating program involves answering several question:

The major ones are:

• Which jobs are to be rated?• Who should rate the jobs?• What training do the rating need?• How much time is involved?• What should be the criteria for rating?• What methods of rating are to be

employed?

METHODS OF JOB RATING

ANALYTICAL

POINT METHOD

NON-NALYTICAL

FACTOR COMPARISON

RANKINGMETHOD

JOB-GRADING BANDING

Point Method:

The system starts with the selection of job factors, construction of degrees for each factor and assignment of points to each degree. Different factors are selected for different jobs, with accompanying differences in degrees and points.

Advantages

1. Simple to use if there s a small number of jobs, people, or teams to evaluate

2. Requires little time

3. Minimal administration required

Disadvantages

1. Criteria for rating not understood

2. Increases possibility of evaluator bias

3. Very difficult to use if there is a large number of jobs, people or teams to evaluate

4. Ratings by different evaluators are not comparable

5. Distance between each rate is not necessarily equal

6. May invite perceptions of inequity

SUMMARY

The job of the over-all function of the school in the democratic society is defined as the total obligation for the education of the child in accord with his needs and dictates of the society.

THANK YOUReported by:

Grace M. Garanchon