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Building a Recruitment and Retention Plan

Additional Resources to Help with Job Analysis

Detailed information on certification, licensing, and credentialing in the behavioral health care field can be found on this Web portal’s “Credentialing Search“ page. Additionally, the competency diffusion toolkit, A Provider’s Guide on How to Use Core Competencies in Behavioral Health provides detailed information on core competencies in behavioral health and public health. This toolkit explains what a competency is, the benefits of implementing competencies, and how they can be used to improve quality and professionalism. It answers the following questions: Why should your organization implement core competencies? What are the benefits of implementing core competencies to a provider organization (whether it is a public program, private non-profit, or for-profit)?

The following resources may also be used to help you with your job analysis:
  • The O*Net Online Resource. The O*NET system serves as the nation's primary source of occupational information, providing comprehensive information on key attributes and characteristics of workers and occupations. Users have the ability to “crosswalk” from other classification systems in order to find corresponding O*NET occupations, view related occupations, create and print customized reports outlining their O*NET search results, and link to other online information resources.
  • The Equal Employment Opportunity Commission, the Civil Service Commission, the Department of Labor, and the Department of Justice jointly have adopted professional and legal Uniform Guidelines on Employee Selection.
  • Extensive resources including papers, links, and data files are provided within the Job Analysis Resources pages of Virginia Tech’s Web site.
  • Job Analysis is a PowerPoint presentation provided by Kelly Quirin of Penn State University that gives an overview of the process.
  • Additional overviews are available at Job Analysis Step-by-Step Process - Flow Chart and Job Analysis Sample Flow.
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