Determining Curriculum Content

What is the task analysis


Methods of task analysis

Each method of task analysis will be described and examine recording appropriate uses, strength, weaknesses, resources required, incumbent workers.

Small group method

This method requires a minimum of three incumbent workers to participate in developing the task analysis. Snow workers to verify the completed task analysis.

Research method

This method requires a person trained and task analysis to research available resources. Also requires incumbent workers to verify the completed task analysis.

Job observation method

This method requires a worker who is performing the task and a person trained in task analysis to observe and analyze the task. Incumbent workers must verify the analysis.


Small group method

Some reasons for using the small group method of task analysis are:

Some strengths of the small group method are:

Synergy: When incumbent workers begin discussion of steps and components of task analysis, involvement activated and a great deal of information is generated;

Some weaknesses of the small group method are:

Recommended participants for the small group method are: At least three incumbent workers, one facilitator trained and task analysis procedures and small group process. One recorder who is not an incumbent worker, and additional incumbent workers to verify completed task analysis.


Research method

Some reasons for using the research method of task analysis are:

Some strengths of the research method are:

Some weaknesses of the research method are:

Recommended participants for the research method or:


Job observation method

Some reasons for using the job observation method of task analysis are:

Some Springs of the job observation method are:

Some weaknesses of the job observation method are:

Recommended participants for the job observation method are:

Note: Play not be necessary for the trained person to observe the skilled workers on site. The workers performance could be videotaped and played back at a later time and location.

We will now learn how to complete a task analysis. First, you will be introduced to worker verified task lists. You must use task lists when completing a task analysis. Second, you will learn about the task analysis form and how to complete the form. 3rd you will learn in detail the guidelines and procedures to follow when completing a task analysis.

Task lists

This is a portion of a worker verified task list. It contains tasks performed by workers in an occupation. Tasks are grouped into broad Duty areas.

Sample task list

Terminal operator

Duty a: Inputting and storing documents files

Tasks:

Duty B: editing and creating, words, and files

Tasks:

Some of the information for completing the task analysis comes directly from the verified task list. See samples of a verified task list and task analysis below:

Regardless of what method of task analysis you use the steps for completing the analysis are the same the following Pages outline the steps for you.

Steps for completing a task analysis

Performance standards are specific, observable, measurable criteria for acceptable performance which a worker must meet when performing a task.

Performance standards include:

The characteristics of an acceptable product, or The acceptable process or the acceptable sequence of steps a worker must follow when performing a task

Sample performance standards

Product standards may be written before completing the entire task analysis. Process standards are more easily written after the steps are completed, as the detailed steps are needed to help determine the process standards. Resources do not contain the standards, the incumbent workers will need to generate or verify the standards.

Determining performance standards

Note performance standards must be industry based not teacher based.

Ask these or similar questions when you need to determine the performance standards for a task.

Follow these guidelines when determining for Foreman standards for a task.

Step 5: Steps

Steps or those procedures or activities that it worker does to complete a task.

Steps include:

Sample steps for performing a task

Determining the steps

Note: All questions will probably not be needed to generate the steps for each task. For some tasks: A few questions will need to be asked. List is given so that you can elicit the responses needed.

The following questions may be helpful when determining the steps for a task using the small group or research methods.

The following are sample questions to keep in mind when using the job observation method.

Note: The questions in the previous section should be used with incumbent workers to verify the information you recorded while observing a worker.

Follow these guidelines when determining the steps for a task

Step 6: Knowledge

As a task is analyzed, becomes evident that certain types of knowledge are necessary to perform the task.

Knowledge includes:

Technical knowledge is information which the worker must have or use in order to perform the task.

Related job knowledge is information needed by a worker to perform a task, but not " directly related " to a specific step in performing the task. Related job knowledge can be viewed as generalizable skills and may include math skills, science Concepts, language, or helpful information that supports the accurate performance of a task.

Sample knowledge

Determining knowledge

The following are sample questions that may be helpful when analyzing the knowledge components of a task.

Note to determine the knowledge needed to perform a task, return to the steps already listed. Consider each step, one by one, and ask these questions.

Follow these guidelines when listing the technical and related knowledge components of a task.

Step 7: Attitudes

Attitudes are those unique behaviors or traits a worker exhibits in order to perform the task successfully.

Attitudes include:

Sample attitude statements

Determining attitudes

The following are sample questions which may be asked when analyzing the attitude components of a task.

Note: What attitudes or worker traits, any, important to the performance of each step of the task.

Follow these guidelines when determining the attitude for a task.

Note: Look at each step,one by one, determine any attitudes or worker traits needed to perform the task.

Step 8: Safety

Sample safety statements

Determining safety

The following are sample questions to ask when analyzing the safety component of a task.

Follow these guidelines when determining the safety statements for a task.

Step 9: Equipment and materials

Identify unique or highly specialized tools, equipment, applies, and/ or human resources needed to perform the task.

Equipment and materials include:

Sample equipment and materials

Determining equipment and materials

These questions may be helpful when you must determine the tools, put, materials, paws, resources needed to perform a task.

Following these guidelines when analyzing the tools, equipment, materials, plies, resources component of a task.

Step 10: Sources of analysis

Sample sources of analysis

V-TECS catalog,
nursery production,
performance objective
2. Team of incumbent workers
3. Freeport Memorial Hospital

Determining source of analysis

These are examples of questions to ask when listing the source of analysis for a task.

Follow these guidelines When developing the source of analysis component of a task.