Under the ADA, a person is considered to be qualified for a job if he or she can perform its essential functions, with or without accommodation. You should consult EEOC regulations for further guidance on determining what are essential functions. The first step in a job analysis is to make a list of the tasks. Supplement your knowledge of the job with information from other sources. Interviewing the worker and supervisor is critical for office jobs where output cannot be continually measured.
Observation is used for manufacturing jobs and jobs that involve manual labor.
Worker task logs and questionnaires also might be used. Job analysis is particularly useful when hiring people with disabilities. It is equally useful for bringing experienced workers back to a job who are recovering from injury or illness. Frequently a referral agency will do the analysis for nothing. A careful match of the individual's aptitudes and abilities with the job enhances the probability of success.