ACT's Job Profiling Process

Step 1: Creating an Initial Task List:

The profiler obtains background information about the job to be profiled from the company contact person and a tour of the job site. Using SkillPro^®, ACT's proprietary software, the profiler develops an initial list of the tasks most relevant to the job.

Step 2: Task Analysis

The profiler meets with subject matter experts (SMEs)—incumbent workers or supervisors of the job being studied—who review and revise the list of tasks, adding, deleting, consolidating, or changing the wording of each task to make sure that the list accurately represents the job as it is performed in their company.

Then the SMEs rate each task according to two dimensions: importance and relative time spent. The data are used to produce a criticality rating for each task. The SMEs review this revised task list and make any necessary changes. The resulting final task list establishes which tasks are the most critical to performing the job.

Step 3: Skill Analysis

Profilers present detailed descriptions of each of the WorkKeys skills to the SMEs. These descriptions include examples of problems or situations employees must deal with at each level. The SMEs decide, as a group, which WorkKeys skills are relevant to the job and which skill levels are necessary for entry into the job and effective performance of the job.

Step 4: Documentation

The profiler documents the results in a customized Job Profile Report containing a list of the tasks most critical to performance of the job and information on the WorkKeys skills and skill levels required for entry into the job and effective performance of the job. This report establishes the link between the tasks of the job and the WorkKeys skills.

See a sample job profiling report (PDF; 41 pages, 302KB). For help with PDF files, see these tips.