A Job Analysis for K-8 Principals in a Nationwide Charter School System
Background: Although no single technique on its owncan predict job performance, a job analysis is a customaryapproach for identifying the relevant knowledge, skills,abilities, and other characteristics (KSAO) necessary tosuccessfully complete the job tasks of a position. Oncethe position requirement...
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| Format: | Article |
| Language: | English |
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The Evaluation Center at Western Michigan University
2009-01-01
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| Series: | Journal of MultiDisciplinary Evaluation |
| Subjects: | |
| Online Access: | http://survey.ate.wmich.edu/jmde/index.php/jmde_1/article/view/244/235 |
| _version_ | 1797700011000070144 |
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| author | Laura Cumings Chris L. S. coryn |
| author_facet | Laura Cumings Chris L. S. coryn |
| author_sort | Laura Cumings |
| collection | DOAJ |
| description | Background: Although no single technique on its owncan predict job performance, a job analysis is a customaryapproach for identifying the relevant knowledge, skills,abilities, and other characteristics (KSAO) necessary tosuccessfully complete the job tasks of a position. Oncethe position requirements are identified, the hiringprocess is faster and more effective because jobcandidates are evaluated on a common set of objectivecriteria.Purpose: The purpose of this study was to conduct a jobanalysis of the principal position for elementary andmiddle school public charter schools. Moreover, the finaloutcome of the job analysis was a linkage of KSAOs totheir respective job tasks that could be used during thecandidate selection process.Setting: The job analysis was conducted in a national K-8charter school system.Subjects: The information collected during the jobanalysis came from six subject matter experts (SME) whowere employed as a principal or as a supervisor ofprincipals by the charter school system at the time of thestudy. The SMEs represented a balanced blend ofperspectives of the principal position and they possesseda wealth of knowledge, job experience, and skill level thatqualified them as experts of the principal position.Intervention: During the job analysis, SMEs providedinformation about the principal position.Research Design: The job analysis used a qualitativecase study design with a convenience sample of SMEs.Data Collection and Analysis: Subject matter expertsparticipated in three phases of data collection. The first two phases collected information on the essential jobtasks and the third phase collected information on theKSAOs required to successfully complete the job tasks.Findings: In total, 314 essential job tasks were identifiedacross 8 functional job categories. The job analysiscondensed redundant job tasks and eliminated job tasksthat were not endorsed by half of the SMEs, whichtotaled a final set of 84 essential job tasks. Then, SMEsrated the essential job tasks on several dimensions thatwere used to measure job task importance. Of the 84, 46essential job tasks met the criterion of being the mostimportant in terms of achieving organizational goals. Acollaborative group that included the job analyst, principalrecruiters and one SME identified the KSAOs necessaryfor completing the 46 essential job tasks. During the finalphase of data collection, SMEs rated the KSAOs on thefollowing dimensions: necessary for principal applicant topossess, practicality of finding a principal applicant withthe KSAO, and consequence if KSAO is ignored in theselection process. Forty-nine of the 53 KSAOs met theinclusion criteria based on the ratings of the dimensionsabove.Conclusions: The results from the job analysis revealedthe diverse set of KSAOs required to successfullycomplete the essential job tasks of the principal position.Thus, using objective criteria established from the jobanalysis is a critical step in selecting the candidate who isbest suited to succeed in the principal position. |
| first_indexed | 2024-03-12T04:17:03Z |
| format | Article |
| id | doaj.art-64d9439a1160409f8c361bab27ca7ca1 |
| institution | Directory Open Access Journal |
| issn | 1556-8180 |
| language | English |
| last_indexed | 2024-03-12T04:17:03Z |
| publishDate | 2009-01-01 |
| publisher | The Evaluation Center at Western Michigan University |
| record_format | Article |
| series | Journal of MultiDisciplinary Evaluation |
| spelling | doaj.art-64d9439a1160409f8c361bab27ca7ca12023-09-03T10:35:58ZengThe Evaluation Center at Western Michigan UniversityJournal of MultiDisciplinary Evaluation1556-81802009-01-01612157176A Job Analysis for K-8 Principals in a Nationwide Charter School SystemLaura CumingsChris L. S. corynBackground: Although no single technique on its owncan predict job performance, a job analysis is a customaryapproach for identifying the relevant knowledge, skills,abilities, and other characteristics (KSAO) necessary tosuccessfully complete the job tasks of a position. Oncethe position requirements are identified, the hiringprocess is faster and more effective because jobcandidates are evaluated on a common set of objectivecriteria.Purpose: The purpose of this study was to conduct a jobanalysis of the principal position for elementary andmiddle school public charter schools. Moreover, the finaloutcome of the job analysis was a linkage of KSAOs totheir respective job tasks that could be used during thecandidate selection process.Setting: The job analysis was conducted in a national K-8charter school system.Subjects: The information collected during the jobanalysis came from six subject matter experts (SME) whowere employed as a principal or as a supervisor ofprincipals by the charter school system at the time of thestudy. The SMEs represented a balanced blend ofperspectives of the principal position and they possesseda wealth of knowledge, job experience, and skill level thatqualified them as experts of the principal position.Intervention: During the job analysis, SMEs providedinformation about the principal position.Research Design: The job analysis used a qualitativecase study design with a convenience sample of SMEs.Data Collection and Analysis: Subject matter expertsparticipated in three phases of data collection. The first two phases collected information on the essential jobtasks and the third phase collected information on theKSAOs required to successfully complete the job tasks.Findings: In total, 314 essential job tasks were identifiedacross 8 functional job categories. The job analysiscondensed redundant job tasks and eliminated job tasksthat were not endorsed by half of the SMEs, whichtotaled a final set of 84 essential job tasks. Then, SMEsrated the essential job tasks on several dimensions thatwere used to measure job task importance. Of the 84, 46essential job tasks met the criterion of being the mostimportant in terms of achieving organizational goals. Acollaborative group that included the job analyst, principalrecruiters and one SME identified the KSAOs necessaryfor completing the 46 essential job tasks. During the finalphase of data collection, SMEs rated the KSAOs on thefollowing dimensions: necessary for principal applicant topossess, practicality of finding a principal applicant withthe KSAO, and consequence if KSAO is ignored in theselection process. Forty-nine of the 53 KSAOs met theinclusion criteria based on the ratings of the dimensionsabove.Conclusions: The results from the job analysis revealedthe diverse set of KSAOs required to successfullycomplete the essential job tasks of the principal position.Thus, using objective criteria established from the jobanalysis is a critical step in selecting the candidate who isbest suited to succeed in the principal position.http://survey.ate.wmich.edu/jmde/index.php/jmde_1/article/view/244/235job analysispersonnel evaluationpersonnel selectionperformance appraisalprincipalscharter schools |
| spellingShingle | Laura Cumings Chris L. S. coryn A Job Analysis for K-8 Principals in a Nationwide Charter School System Journal of MultiDisciplinary Evaluation job analysis personnel evaluation personnel selection performance appraisal principals charter schools |
| title | A Job Analysis for K-8 Principals in a Nationwide Charter School System |
| title_full | A Job Analysis for K-8 Principals in a Nationwide Charter School System |
| title_fullStr | A Job Analysis for K-8 Principals in a Nationwide Charter School System |
| title_full_unstemmed | A Job Analysis for K-8 Principals in a Nationwide Charter School System |
| title_short | A Job Analysis for K-8 Principals in a Nationwide Charter School System |
| title_sort | job analysis for k 8 principals in a nationwide charter school system |
| topic | job analysis personnel evaluation personnel selection performance appraisal principals charter schools |
| url | http://survey.ate.wmich.edu/jmde/index.php/jmde_1/article/view/244/235 |
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