STEP 2:

ESSENTIAL FUNCTIONS POSITION ANALYSIS

Essential functions are the fundamental job duties of the position a person holds or desires. These duties must be performed by the person in the position with or without an accommodation.   The law does not require employers to change or reassign essential functions, alter the quality or quantity of work that must be performed or set lower standards for the job. ADA and FEHA require only that the qualifications of an individual with a disability be evaluated in relation to the essential functions of the job and that a reasonable accommodation be considered when a known limitation prevents a qualified individual from performing one or more essential job functions.  The following are factors for determining essential job functions:

• The position exists to perform the function. 

• Only a limited number of employees are available to perform the function.  

• A function is highly specialized and the person in the position is hired for special expertise or ability to perform the job. 

JOB ANALYSIS

The job analysis is the foundation for the Essential Functions Position Analysis.   A job analysis is the systematic identification and documentation of the tasks performed on the job and the competencies required to perform the tasks based on information/data provided by a representative group of job experts. During the Essential Functions Position Analysis, the tasks identified in the job analysis for the job class are tailored and annotated to be reflective of the position the employee holds.  The Personnel Department intranet site has the most current job analyses available.