Evolving Case Study: Job Analysis and Risk Identification
Julie Miller, the health officer of a large suburban health department, was strategically planning growth for her department. The board had discussed creating a new position for someone to conduct training for employees of the health department. Registered nurses are the most common classification of employees in the health department. They are not only difficult to recruit but also difficult to retain due to the below-market pay rates. Thus, additional and ongoing training is a major concern to maintain a competent staff.
Matt Jefferson has been employed as an advanced practice nurse in public and community health for the past six years. In addition to his MSN, he recently completed a Master of Public Health degree. He approached Julie to ask for the training position, briefly making his case that he was the best person to become the trainer. Julie told Matt that, according to departmental rules, a search would have to be conducted to find the best candidate for the position. Matt replied that if the job description were written carefully, an advanced practice nurse with his training would clearly be the best candidate. After thanking Matt for his thoughts, Julie began to work on the position description, which she thought could be completed in half an hour.
What comments or advice would you offer to Julie?
What are the key elements of the job analysis process Julie should consider when developing the position description?
In addition to actual duties performed, what other information is contained in a properly prepared position description? Why is it included?
Reflect on Figure 5-2 Person-Job Fit in your course textbook. Is Matt a good fit for the position?