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The GOJA Process is a comprehensive job analysis and selection
planning system that has been used by hundreds of employers
since its original development in the mid 1970s. Based on the
requirements of the federal Uniform Guidelines on Employee Selection
Procedures (Guidelines), the Principles for the Validation and
Use of Personnel Selection Procedures, and the 1991 Americans
with Disabilities Act (ADA), the GOJA Process is designed to
help build customized job analysis and selection components
that are fair, valid, effective, and defensible.
The GOJA Process is more than a job analysis method. It is a
methodology for developing content valid employment selection
tools including job analyses, selection plans, job-specific
supplemental application forms, assessments of promotability,
structured interviews, and job-related performance appraisals
to address the requirements of the Guidelines and other relevant
standards. Many of the technical requirements of the Guidelines
are addressed just by using the GOJA Process. GOJA provides
the format to be used for the linking process called for by
the Guidelines with content validity, and, through its design
is tailored to address the technical requirements of Sections
14C(1)-(4), (6)-(9) of the Guidelines.
Completing the GOJA Process enables employers to develop validated
selection procedures for a position and determine the job duties
that should be classified as "essential functions"
under the ADA. If the GOJA Process is completed effectively,
the result will be a job analysis that identifies the Knowledge,
Skills, Abilities and Personal Characteristics (KSAPCs) that
can be measured by the selection procedures for a given position.
The federal Guidelines require completing a job analysis to
provide validity evidence for any practice, procedure, or test
that has adverse impact. Conducting a job analysis is usually
the first step in the validation process. The Guidelines specify
the criteria for completing an acceptable job analysis, and
these essential criteria have been included in the GOJA Process.
Because the GOJA Process results in the identification of critical
job duties, KSAPCs, and Physical Requirements, it lays the necessary
foundation for a content validity study, and may also be used
for gathering other forms of validity evidence (including criterion-related
validity, construct validity, and other forms of validity).
The ADA requires providing "qualified individuals with
disabilities" with "reasonable accommodations"
to perform the essential functions (or "job duties"
of a given position. Because the GOJA Process investigates the
frequency and importance of duties, the percentage of time that
incumbents spend completing duties, whether a duty constitutes
a fundamental part of the job, and the extent to which duties
can readily be assigned to other incumbents, the GOJA Process
is designed to distinguish between the essential and non-essential
duties of a position (these are some of the primary ways that
duties can be deemed essential).
In addition to using the GOJA Process for developing fair and
validated selection processes and determining the essential
functions of a position, it can help create Job Descriptions,
Selection Plans, Supplemental Application Form, and Performance
Appraisal Forms.
Guidelines Oriented Job Analysis® (GOJA®) - Reference Book :
$59
Guidelines Oriented Job Analysis® (GOJA®) - Single Site License
: $995
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