Position Analysis Questionnaire

Mecham, R. C., et al. (1969). Users manual for the Position Analysis Questionnaire. University Book Store, 360 W. State St., Lafayette, IN 47906.

 

Comments: According to the authors, the Position Analysis Questionnaire (PAQ) is a structured job analysis questionnaire that provides quantified information about the nature of jobs. It differs from most checklist instruments in that the items describe job characteristics, or job contexts, which may be found in a wide variety of occupational areas. The instrument generates data that may be applied in employee selection and placement, job evaluation and classification, performance appraisal, determining the similarity of jobs, and the like. The analysis is carried out by numerically rating the degree to which each of 194 job elements (items) applies to the job or position being rated. Based on this rating, it is possible to compare jobs, quantitatively, in terms of similarities, or differences, as to their job dimension profiles.

Reliability: The PAQ has extensive manuals and technical documentation that provide complete and detailed information on the development of the scales and the approach, or application, in utilizing the questionnaire. In addition, complete information is provided on reliability and validity of the scales.

Questionnaire Divisions: The questionnaire is divided into six major divisions. (1) Information input: Where and how does the worker get the information that he uses in performing the job? (2) Mental processes: What reasoning, decision making, planning, and information processing activities are involved in performing the job? (3) Work output: What physical activities does the worker perform and what tools are required in performing the job? (4) Relationships with other persons: What relationships with other people are required in performing the job? (5) Job Context: In what physical and social contexts is the work performed? (6) Other job characteristics: What activities, conditions, or characteristics other than those described above are relevant to the job?

These six divisions are further divided into sections and subsections. Each is composed of a group of related job elements (items within the questionnaire).

References

 

Position Analysis Questionnaire

Sample Items

1. Reasoning in problem solving
2. Amount of planning/scheduling
3. Advising
4. Negotiating
5. Persuading
6. Instructing
7. Interviewing
8. Routine information exchange
9. Nonroutine information exchange
10. Public speaking
11. Job-required personal contact
12. Supervision of nonsupervisory personnel
13. Direction of supervisory personnel
14. Coordinates activities
15. Staff functions
16. Supervision received
17. Frustrating situations
18. Strained personal contacts
19. Personal sacrifice
20. Interpersonal conflict situations
21. Non-job-required social contact
22. Updating job knowledge
23. Working under
24. Recognition
25. Attention to detail
26. Time pressure of situation
27. Following set procedures
28. Repetitive activities

 

Scoring: Each category contains a six-point rating scale that measures importance to this job. N = Does Not Apply; 1 = Very Minor; 2 = Low; 3 = Average; 4 = High; and 5 = Extreme.