Job Analysis PaperJob Analysis PaperToday’s job market has been greatly impacted by the unstable state of the economy. Therefore, business owners are looking for ways to save money as well as operate at optimum efficiency to survive the current state of the economy. This money dynamic creates a greater need for quality employees, which will be an asset to the organization. Business owners often turn to I/O psychologist to develop a description of details of a particular job as well as characteristics required of people to perform the job (Spector, 2008).
This paper will present a job analysis for parole/probation officers using the functional job evaluation method will be used to discuss how this job analysis will be used within the organization. An evaluation of the reliability, and validity of the analysis, and the different appraisal methods that could be applied to the job will be included as well as an explanation of various benefits, and vulnerabilities of each performance appraisal method (Spector, 2008).
Parole/Probation Officer Functional Job AnalysisFunctional job analysis uses interviews, subject matter experts, and observation to provide a description of a job and scores on several dimensions pertaining to the job and potential employees (Spector, 2008). Selecting parole and probation is a vital part of the rehabilitation process for criminals. The individuals selected for these types of jobs play a huge role in keeping communities safe from repeat offenders. Although educational requirements for parole/probation officers vary from state to state, most require an accredited bachelor’s degree in, psychology, social work, criminal justice, sociology, or other related fields. Parole/probation officers may be required to pass specific psychological test before being hired permanently (“Education requirements for probation and parole officers,” 2003).
‟Pension Officers are assigned to specific jobs, and it is important to have the right training for the job. However because most parole officers do not operate in isolation, a parole officer would be advised to have some prior experience with parole and probation (Osten, 1996; Stenninger & Tipton, 1995; Stenninger & Tipton, 1996), and would preferably be knowledgeable about the law and its regulation in a given area of the state. The following factors must be in place before hiring a parole & probation officer:
— Training for these specific jobs could involve personal and community service, law enforcement, business, and public issues. For those who do not have some prior experience, such as law enforcement, business and public issues which may present as a factor to the hiring of a parole officer, the parole officer’s prior experience could make it difficult for the candidate to succeed. In most instances, an officer will be better able to understand the specific law of what was found in a criminal case and if a criminal charge is filed. If an individual meets certain of these factors it may be necessary to hire them as a parole officer. Other options include a local, state, or federal probation officer, who can provide additional situational, or other background resources such as social workers or mental health professionals. The position may have special training requirements and be filled for applicants with criminal or mental illness history, as well as for others having similar backgrounds and skills. An example could be a parole person who would be available for parole on probation. This might include having personal staff available throughout the program to facilitate the placement of a parole officer. Special training would be required to provide a proper background check of the individual. The applicant should feel confident that he or she will be safe in the job and that others are looking for a job as well. In the interest of being effective Parole Officer, the program should emphasize the importance of self-reliance, self-discipline, and loyalty to the community. In addition, the applicant should recognize the importance of being a member of government, which should take into consideration the role of the state as the appropriate and effective agency for the position. Parole/probation must also strive to be as compassionate and open-minded as possible to those who may seek to harm the community members who may be placed in the position. Additionally, the program should address issues regarding mental health and substance abuse in the community as well as the general welfare of parolees and parole officers. When performing the evaluation evaluations, all individuals must be screened for drug abuse, other medical conditions, or other problems in their life before being considered for the job. If applicants have medical or behavioral health issues they may also need a post-probation evaluation prior to hiring them. The individual should have an opportunity to interact with a parole officer after the initial evaluation to see how the Parole Officer will interact with the applicant after the initial evaluation. Parole/probation officers should not be concerned about the applicant’s mental state until they are confirmed for that job. The parole officer should not be satisfied with the individual’s mental health until a full and satisfactory evaluation of him or her is completed. Finally, and probably the most important factor being evaluated is the applicant’s personality, behavior, and relationship with the individual. Parole/probation officers should use the following tests to evaluate candidates regarding:
— Individualistic personality (a)
‟Pension Officers are assigned to specific jobs, and it is important to have the right training for the job. However because most parole officers do not operate in isolation, a parole officer would be advised to have some prior experience with parole and probation (Osten, 1996; Stenninger & Tipton, 1995; Stenninger & Tipton, 1996), and would preferably be knowledgeable about the law and its regulation in a given area of the state. The following factors must be in place before hiring a parole & probation officer:
— Training for these specific jobs could involve personal and community service, law enforcement, business, and public issues. For those who do not have some prior experience, such as law enforcement, business and public issues which may present as a factor to the hiring of a parole officer, the parole officer’s prior experience could make it difficult for the candidate to succeed. In most instances, an officer will be better able to understand the specific law of what was found in a criminal case and if a criminal charge is filed. If an individual meets certain of these factors it may be necessary to hire them as a parole officer. Other options include a local, state, or federal probation officer, who can provide additional situational, or other background resources such as social workers or mental health professionals. The position may have special training requirements and be filled for applicants with criminal or mental illness history, as well as for others having similar backgrounds and skills. An example could be a parole person who would be available for parole on probation. This might include having personal staff available throughout the program to facilitate the placement of a parole officer. Special training would be required to provide a proper background check of the individual. The applicant should feel confident that he or she will be safe in the job and that others are looking for a job as well. In the interest of being effective Parole Officer, the program should emphasize the importance of self-reliance, self-discipline, and loyalty to the community. In addition, the applicant should recognize the importance of being a member of government, which should take into consideration the role of the state as the appropriate and effective agency for the position. Parole/probation must also strive to be as compassionate and open-minded as possible to those who may seek to harm the community members who may be placed in the position. Additionally, the program should address issues regarding mental health and substance abuse in the community as well as the general welfare of parolees and parole officers. When performing the evaluation evaluations, all individuals must be screened for drug abuse, other medical conditions, or other problems in their life before being considered for the job. If applicants have medical or behavioral health issues they may also need a post-probation evaluation prior to hiring them. The individual should have an opportunity to interact with a parole officer after the initial evaluation to see how the Parole Officer will interact with the applicant after the initial evaluation. Parole/probation officers should not be concerned about the applicant’s mental state until they are confirmed for that job. The parole officer should not be satisfied with the individual’s mental health until a full and satisfactory evaluation of him or her is completed. Finally, and probably the most important factor being evaluated is the applicant’s personality, behavior, and relationship with the individual. Parole/probation officers should use the following tests to evaluate candidates regarding:
— Individualistic personality (a)
‟Pension Officers are assigned to specific jobs, and it is important to have the right training for the job. However because most parole officers do not operate in isolation, a parole officer would be advised to have some prior experience with parole and probation (Osten, 1996; Stenninger & Tipton, 1995; Stenninger & Tipton, 1996), and would preferably be knowledgeable about the law and its regulation in a given area of the state. The following factors must be in place before hiring a parole & probation officer:
— Training for these specific jobs could involve personal and community service, law enforcement, business, and public issues. For those who do not have some prior experience, such as law enforcement, business and public issues which may present as a factor to the hiring of a parole officer, the parole officer’s prior experience could make it difficult for the candidate to succeed. In most instances, an officer will be better able to understand the specific law of what was found in a criminal case and if a criminal charge is filed. If an individual meets certain of these factors it may be necessary to hire them as a parole officer. Other options include a local, state, or federal probation officer, who can provide additional situational, or other background resources such as social workers or mental health professionals. The position may have special training requirements and be filled for applicants with criminal or mental illness history, as well as for others having similar backgrounds and skills. An example could be a parole person who would be available for parole on probation. This might include having personal staff available throughout the program to facilitate the placement of a parole officer. Special training would be required to provide a proper background check of the individual. The applicant should feel confident that he or she will be safe in the job and that others are looking for a job as well. In the interest of being effective Parole Officer, the program should emphasize the importance of self-reliance, self-discipline, and loyalty to the community. In addition, the applicant should recognize the importance of being a member of government, which should take into consideration the role of the state as the appropriate and effective agency for the position. Parole/probation must also strive to be as compassionate and open-minded as possible to those who may seek to harm the community members who may be placed in the position. Additionally, the program should address issues regarding mental health and substance abuse in the community as well as the general welfare of parolees and parole officers. When performing the evaluation evaluations, all individuals must be screened for drug abuse, other medical conditions, or other problems in their life before being considered for the job. If applicants have medical or behavioral health issues they may also need a post-probation evaluation prior to hiring them. The individual should have an opportunity to interact with a parole officer after the initial evaluation to see how the Parole Officer will interact with the applicant after the initial evaluation. Parole/probation officers should not be concerned about the applicant’s mental state until they are confirmed for that job. The parole officer should not be satisfied with the individual’s mental health until a full and satisfactory evaluation of him or her is completed. Finally, and probably the most important factor being evaluated is the applicant’s personality, behavior, and relationship with the individual. Parole/probation officers should use the following tests to evaluate candidates regarding:
— Individualistic personality (a)
Parole/probation officers are representative of the Department of Corrections, and serve to supervise offenders who have been either convicted of a crime, or have been released into the community from imposed incarceration. Parole/probation officer perform both pre-sentence reports, and pre-release investigations to determine the next course of action to take for a particular offender. Pre-sentence reports consist of interviewing the offender, family members, clergy, victims, educators, and associates to determine recommendations for sentencing, and treatment plans. Pre-release reports consist of interviewing the offender, reviewing conduct reports during incarceration, determining if the offender is suitable for release, and determining if the offender has a suitable address to reside upon release. Probation/parole officers also maintain working relationships with local authorities, and the judicial system, and testify in court regarding offender’s progress in transitioning back into society as