Acounting job analysis

In creating a job analysis comprising a list of job requirements and working conditions of each discrete job by giving each discrete job a generic title, creating a brief description of job activities for each discrete job, creating a list of essential functions that an employee must be able to do to perform each discrete job properly, creating a list

of strength requirements of each discrete job, creating a list of physical requirements of each discrete job, and creating a list of frequencies of certain motions and movements necessary to perform each discrete job. A job analysis is conducted to pin-point the critical duties, tasks, and employees must possess to successfully perform the job. A job analysis can consist of questionnaires or just simple questions to aid in determining your ability to do the job.

This is entry-level accounting work in independently auditing the financial records of companies or assisting a higher level accountant in this activity. The employee independently conducts examinations of accounts, including the preparation of the complete audit reports. Work in independent examinations is assigned by a higher level accountant and is subject only to general review. As a member of the team, the employee may be assigned any phase of a complex audit and work is reviewed by the accountant in charge. Work assigned requires familiarity with examination procedures and provisions of the system sufficient to conduct an examination of normal difficulty without supervision. Work requires the analysis of facts and figures to determine the propriety of charges or credits allocated to the various accounts of a company under examination, as well as drafting preliminary or tentative fiscal reports of findings. Assessments of the extent to which a company’s accounts and accounting system conform to legal requirements are tentative and subject to review by a higher level accountant. Work is evaluated on the basis of performance on actual audits, by testimony given on rate hearings, and through review of audit reports for completeness.

The ideal candidate for this position is to have a bachelor’s degree in accounting or related field. The ability to obtain professional recognition through certification or licensure, a master’s degree and proficiency in accounting is needed. However, if a candidate believes he/she is qualified for the job although he/she does not have the minimum qualifications set forth below, he/she may request special consideration through substitution of related education and experience, demonstrating the ability to perform the essential functions of the position.

For each candidate and individual interview will be conducted. The individual interview is an opportunity for you to share your understanding of the job(2), the ideas and values you bring to the position, your motivations for applying, your talents and weaknesses, and other aspects of your candidacy. The interview will be conducted by a team composed of the senior accountant and a human resources employee. The interview is intended to be a time of dialogue between you and the interview team and is an opportunity for you to ask questions about the job and the department. The interview technique is used to gather qualitative information and the opinions of those persons affected by a particular program or project, its context, implementation, results and impact. Several forms of interview can be distinguished, each of which fulfils a different purpose: the informal conversation interview; the semi-structured, guide-based interview; and the structured interview (the most rigid approach). The following is based on a semi-structured interview, the technique that is used most frequently in the evaluation of the job requirements.

Creating a job analysis is a vital function in considering employees to fit the best employee for the job. Job requirements aid in weeding through applicants who are more qualified for the job. After fitting the requirements it is important to evaluate the employee to see if they are capable of fulfilling the functions of the job. That is the main purpose of the KSAOs. KSAOs(1) are the knowledge, skills, abilities and other characteristics which all encompass the job requirements and qualifications. There are two categories technical and behavioral. Technical measure acquired knowledge and other technical skills such as the ability to create and manage databases. Behavioral measure attitudes and approaches taken on the employees work such as the ability to collaborate. The ratings for the KSAOs(1) are how important these skills are to perform the job to the best ability.

Appendix
• Job matrix 1

Title Summary Duties What to expect. Experience Skills KSAOs importance rating(1-8)
Accountant Apply principles of
accounting to record financial
information and prepare
statements and reports.
Assemble, compile and
classify data, prepare
balance sheets and
document business
transactions. Work may be
related to AP/AR, payroll or
general accounting.

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