As a trained salary negotiation facilitator, I’ve presented facts, resources and strategies to many individuals across the globe. I help them in entering into and walking away successfully from negotiation conversations. Today, I want to provide a tool: the job analysis. It is specifically for professionals who want to remain with their current organization, but know in their hearts and minds that they deserve a raise or recognition for the work and results they contribute.
The job analysis is a resource I used to uncover what I wanted and needed next in my career. Between Spring 2013 and Spring 2015, my department had been through several leadership changes, the loss and subsequent increase in new staff members, and an increase in expectations. This was not only from our senior leadership, but also the media regarding best practices in our field.
Needless to say, we were under the microscope and we all needed to step back. We needed to assess what our jobs are and should be, and determine our individual investments in the future of the department. So in the Spring 2015, my company’s HR department asked that all staff in my department complete a job analysis.
What is a job analysis you ask? Well, a broad strokes definition of the two parts are:
I: A detailed examination of what your work requires
II: A detailed examination of how it is working
Part I: Detailed examination of what your work requires
In the first part of a job analysis, you give a detailed examination of the
- tasks that make up a job,
- the conditions under which they are performed, and
- what the job requires in terms of potential for achievement, behavior characteristics, knowledge, skills, and the physical condition of you, the employee.
Part II: Detailed examination of how it is working
The second part of the job analysis includes:
- determination of the most efficient methods of doing a job,
- enhancement of the employee’s job satisfaction,
- improvement in training methods,
- development of performance measurement systems, and
- matching of job-specifications with the person-specifications in employee selection.
At first I could only think about how completing this exercise would serve the institution. But later I realized that it was helping me learn more about what I need and want out of my role and, ultimately my career. In salary and raise negotiations, it is imperative that we first consider our needs. Then we consider what the market is willing to pay us. It is the combination of those two factors that give us the foundation for a productive conversation with our current or future employer.
What the Job Analysis Showed Me
I’d never had the opportunity to spend this much mindful consideration on how and where I was spending my time. It showed me that I had outgrown the work. I realized I like being part of strategic conversations, but I wasn’t able to do that in my current role. At a time when the institution was reconfiguring positions, the job analysis gave me the courage to talk about what I was discovering with my supervisor. When my supervisor later reviewed the results of my job analysis, she agreed that I had outgrown the position. She offered me a promotion for a position that had been written into the budget but she had waited to fill. I then even had the opportunity to help her write the job description, pick my title, and advocate for the work I would do in the role!
The job analysis is an objective, deliberate evaluative process. The exercise productively moved me away from the negativity surrounding my professional situation. Evaluation happens for most professionals either at both the mid-year or end-of-year mark. I highly recommend that you complete this exercise now (no better time than the present). If nothing else, try it prior to at least one of your evaluations.
This post is part of our #SACareer series, addressing careers in student affairs, careers outside of student affairs, and the work of career services professionals. Read more about the series in Jake Nelko’s intro post. Each post is a contribution by a member or friend of the Commission for Career Services from ACPA. Our organization exists to benefit the careers of career services professionals, student affairs professionals, and anyone supporting students in the career endeavors. For more information about how to get involved with the Commission for Career Services or the #SACareer blog series, contact Cristina Lawson at firstname.lastname@example.org.