Which type of information is typically NOT collected during job analysis?

Job analysis is a systematic process used to identify and determine the duties, responsibilities, and requirements of a job. The focus of job analysis is primarily on understanding the tasks associated with a job, what skills are necessary, and what working conditions are involved.

Job specifications refer to the qualifications, skills, and attributes required of an individual to perform a particular job successfully. This includes criteria like education, experience, and personal characteristics. While these specifications are important for hiring and performance evaluation, they are generally derived from the job analysis process rather than being a primary focus. Job analysis is more centered on the duties and responsibilities of the position itself rather than the specifications of the people who fill those roles.

In contrast, collecting job duties and responsibilities is central to job analysis, as this helps in understanding what is required for the position. Similarly, work environment details are typically gathered to assess the context in which the job is performed, capturing factors such as physical conditions and workplace culture. Employee performance metrics may also be reviewed, especially in relation to how well they meet the identified job duties and specifications, but they are not part of the basic information required during a job analysis.

Thus, the correct answer is that job specifications are typically not collected during the job analysis process