Chapter 3 - 4
usually the Operational Performance Statement (OPS) [also known in the USMC system as
the Individual Training Criteria (ITC)] and Job Specification. A Job Specification is a detailed
statement of the activities associated with a job and of the qualifications, experience and
personal qualities needed to carry it out.
9.
The OPS is a detailed statement of the tasks and sub-tasks required to be undertaken by an
individual to achieve the operational or workplace performance. It is written in terms of
Performance, Conditions and Standards. A task is a major part of job that can be produced,
compiled, achieved and/or accomplished by itself. Performance ‘defines what the operator
or trainee has to do’. Conditions define the environment in which the performance has to be
achieved and only aspects that impact on the performance are included. “Standards” in this
context specify the criteria of successful achievement.
10.
You will recognise the similarity between the Conditions and Performance criteria of the
OPS and the Context, Performance and Knowledge sections of an Occupational Standard.
11.
Many of the precepts of job analysis are used in the activity of ‘role profiling’ which is a
methodology used to identify which Occupational Standards are relevant to the work that an
individual does.
12.
In one of its quarterly newsletters
19
, the SAFEX International organisation includes an article by
Denise Clarke that describes “the development of common role profiles so that training that will
meet these common needs can be commissioned, developed and delivered”. It goes on to say
that “these common or generic role profiles have a single purpose, to design common training
and qualifications. Working role profiles are specific to an organization or a group of individuals
within an organization although there may well be some commonality across the industry”.
Usefully, the article explains the relationship between a role profile and a job description by
defining them this way:
12.1.
“Job descriptions are detailed descriptions of job inputs, responsibilities, reporting
lines and performance parameters;
12.2.
role profiles are summaries of a role, described in terms of its outcomes. They cover
a number of jobs and they specify the competences required by role holders
12.3.
both job descriptions and role profiles provide an overview of the scope and key
accountabilities associated with a job or role;
12.4.
both may list relevant training and qualifications.
12.5.
role profiles are sometimes described as blend of a job description and a person
specification.
12.6.
Role profiles:
19
SAFEX International Newsletter no 48, p11.
Chapter 3 - 5
12.6.1.
provide clarity on what is expected, particularly when mapped to NOS (which specify
standards of performance);
12.6.2.
facilitate job evaluation (because there is greater consistency amongst roles
described by role profiles rather than lots of individual job descriptions);
12.6.3.
facilitate career progression (because of the reduction of job descriptions, this
means that there is a reduction in the number of job titles which in turn provides
greater transparency of career opportunities).”
13.
You will see in Chapter 4 how to create a role profile that is mapped to the Standards but the
description given here should be sufficient to say that a well-constructed Role Profile is a perfect
output from a job analysis for our purposes.
TRAINING NEEDS ANALYSIS
14.
Having derived a role profile that is mapped against the Standards, it is now possible to
determine what training is required to ensure that the needs of the individual and the business
are fulfilled. Some of the training requirements might be met by gaining experience and learning
in the workplace, so-called on-the-job training, while some will need to be conducted as formal
training or education.
15.
The USMC Guide describes what we are calling Training Needs Analysis as being performed to
determine the job performance requisite or Individual Training Criteria (ITC) of each task
performed on the job. These ITC include a task statement (ITS), conditions, standard,
performance steps, administrative instructions and references:
15.1.
Task. The task describes what the job holder must do.
15.2.
Condition(s). The conditions set forth the real-world circumstances in which the
tasks are to be performed. Conditions describe the equipment and resources needed to
perform the task and the assistance, location, safety considerations, etc., that relate to
performance of the task.
15.3.
Standard(s). Standards provide the proficiency level expected when the task is
performed. Standards can measure a product, a process, or a combination of both.
Standards must reflect a description of how well the task must be performed. This standard
can cite a technical manual or doctrinal reference (e.g., ...in accordance with DEFSTAN 00-
88), or the standard can be defined in terms of completeness, time, and accuracy.
15.4.
Performance Step(s). Performance steps specify the actions required to accomplish
a task. Performance steps follow a logical progression.
15.5.
Reference(s). References are doctrinal publications (e.g., technical manuals, field
manuals, Organisational orders/instructions) that provide guidance in performing the task
in accordance with the given conditions and standards. References cited should be current
and readily available to the individual.
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