I__. - International Military Testing Association

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These job descriptions were printed on 5 x 9 cards and given to the
raters for sorting. The General Schedule (GS) series numbers were
not included. Raters were asked to sort the jobs according to
similarities in work behaviors. No limitations were put on the
number of categories each rater could generate.
Two groups completed the sort: (1) nine members from the Office of
Personnel Research and Development (OPRD) at the U.S. Office of
Personnel Management consisting of eight personnel research
psychologists and a personnel staffing specialist .(the _.
ltpsychologistsll) and (2) seven personnel staffing specialists from
seven different federal agencies (the "staffing specialistst').
B) A second group of &affing specialists sorted just the job
titles. The GS series numbers were not included. These raters
also were asked to sort the jobs according to what they perceived
to be similarities in work behaviors based on the job titles. No
limitations were put on the number of categories the rater could
generate.
The categories resulting from each of the sorts were transformed
into a 87 by 87 matrix for each rater wherein a one in a cell
indicated that those two jobs were placed in the same category by
the rater and a zero in a cell indicated that the two jobs were not
placed together. The matrices thus derived were added together
producing three summary matrices - one for the psychologists, one
for the staffing specialists using job descriptions, and one for
the staffing specialists using job titles only. These matrices
were then factor analyzed. The six-factor solutions accounted for
68.1% of the variance for the psychologists, 70.4% for the staffing
specialists using the job descriptions, and 68.3% for the staffing
specialists using job titles only. The overall agreement between
the psychologists and the staffing specialists using the job
descriptions was 60%. There was an agreement of 56.6% in the
classification of the jobs between the staffing specialists using
the job descriptions and the staffing specialists using job titles
only.
'Data Collection for the Job Inventory Method
A five-section inventory that included a section of generalized
work behaviors (GWB's) developed specifically for the professional
and administrative occupations under study was administered to job
incumbents. Approximately 14,000 inventories were sent out to
incumbents, and approximately 6,000 inventories were completed and
returned. As part of the inventory incumbents were first asked to
read all the GWB's and then check the ones they perform.
Incumbents were then asked to rate the GWB's in terms of relative
time spent using a five-point scale ranging from "1 -Very much
below average time" to "5 - Very much above average time." Mean
time spent ratings were calculated for each GWB for each job.
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