See Profile for Personal Information

MG&A

JOB ANALYSIS

COVER SHEET

Company: / XX Salon & Spa / Phone Number: / (505) 875-4251
Address: / 567 Academy Rd NE
Albuquerque
NM 87109 / Contact: / John
Title: Co-owner
Job Focus: / Spa Housekeeping Assistant
Employee: / LM / Phone Number: / N/A

(SEE PROFILE FOR PERSONAL INFORMATION)

CORE WORK TASKS:
(Identified by employer) / EPISODIC WORK TASKS:
(Identified by employer)
Laundry/Linens: Washing, Drying, Folding, Stocking Linens / Air Plant care: 1 x per week
Sweeping the entire outer operator area before the day’s business begins
Refill/Restocking expendable products / Organizing linen closets: when needed
Collecting used cups and glasses / Light landscaping: 1x per week on Monday after weekend traffic
Washing cups and glasses
JOB-RELATED TASKS:
(Identified during Job Analysis) / IMPORTANT CULTURAL ASPECTS:
(And possible accommodations based on info in Profile)
Clocking in / Customers are greeted by staff: LM might need to be encouraged to greet nonverbally with a nod, his usual way of communicating a greeting.
Gathering supplies for landscaping / Quiet environment
Gathering laundry / Customers are offered tea/water
Loading laundry / Snacks and coffee available in the break room: this might need some adjustments since readily available snack & drink items are reported to be stress inducing for LM.
Carrying folded towels to closet

JOB SUMMARY: The Spa Housekeeping staff will come in earlier than regular shop hours and will prepare the spa for the day with other staff.

Daily: Begin with laundry and then move on to other tasks while the laundry is in. Other tasks are sweeping, collecting, washing glasses and cups, refilling expendable products.

Monday only: Light landscaping…pulling weeds and collecting/disposing of any trash in landscaping beds.

JOB TRAINER:Agency staff using Systematic Instruction techniques.

228-205-4586 Fax 228-205-4597

MG&A

Marc Gold & Associates4101 Gautier-Vancleave Rd. #102

Gautier, MS39553 (228) 497-6999

MG&A

I. THE WAY IN WHICH THE WORK TASKS ARE TYPICALLY PERFORMED:

Method

The facilitator should observe manner in which each job is performed by typical employees in the setting. This is accomplished by assuming an unobtrusive observation position and carefully watching the employee(s) perform their duties. The facilitator should strive to make a "mental video tape" to be used later as a standard of correctness and as a way to assist the supported employee to perform in a natural manner.

Job task observedEmployee ObservedDate & Time

1. Towel Folding : Black & Blue John 5/16/16

2. Sweeping John 5/16/16

3. Landscaping: Weeding Deb 6/21/16

Content

The employment facilitator should ask if the employer has step-by-step procedures for the job tasks observed above. If so, these procedures should serve as the initial content task analysis for each task. If not, the facilitator should write content steps which would be appropriate for an average employee in the work site. These content steps should be presented to an appropriate decision- maker in the company for approval and refinement. Attach step-by step-procedures to this form.

Specific Requirements Identified by Employer

(Check only critical items; fully describe the extent of the demand and outline possible adaptations/ accommodations it felt to be problematicfor targeted employee)

PHYSICAL DEMANDS: / SENSORY/COMMUNICATION DEMANDS:
+ / LIFTING: 5 lbs for supplies for landscaping, 2 lbs for carrying glasses and cups, 5 lbs for carrying towels / + / VISION: Gathering dirty cups and glasses in the service areas. Vision is used continuously while navigating areas with customers. Differentiating between black and blue towels.
STANDING / HEARING
+ / CONTINUOUS MOVEMENT: moving from task to task in several areas of the spa, and outside on the grounds / SPEAKING
RAPID MOVEMENT / + / JUDGMENT: noticing organizational needs in the closets. Decision to refill/restock expendables. This comes easy for LM.
+ / WALKING: walking in several areas of the spa, and outside on the grounds / ACADEMIC DEMANDS:
CLIMBING / READING: Visual Schedule will be used to inform of the days task routine
+ / STOOPING: weeding, loading front loader / WRITING
CRAWLING / MATH

GENERAL STRENGTH/ENDURANCE REQUIREMENTS: Should be able to carry 5 lbs of linens unassisted. This is easy for LM. Wheeled baskets can be sued if problematic but this should not be necessary.

PACE OF WORK: Moderate

POTENTIALLY DANGEROUS COMPONENTS OF JOB: Glasses/Cups could break while carrying them.

CRITICALLY IMPORTANT COMPONENTS OF JOB: Housekeeping needs to be done before 10 am when customers arrive.

ESTABLISHED LEARNING CURVE OR PROBATIONARY PERIOD FOR JOB: First a job shadow, then 1 month of trail paid employment. After 1 month additional shifts will be added.

WORK SITE CONSIDERATIONS

SPECIAL CLOTHING, UNIFORMS, SAFETY EQUIPMENT REQUIRED: White and/or Black in any reasonable combination.

TOOLS TO BE USED: Weed popper, Trash grabber, garbage bucket and bags, brooms and dustpans, trays, funnels

EQUIPMENT TO BE OPERATED: Washing Machines and Dryers

MATERIALS TO BE HANDLED: Towels, sheets, glasses, cups, shampoos, conditioners, air plants

SPECIAL TERMS USED AT WORK SITE: Products, operators, therapists, Aveda

DESCRIPTION OF ENVIRONMENTAL CONDITIONS OF WORK SITE: Quiet, subdued, peaceful setting. Dim lighting in the spa area. Glass shelving in the retail space.

POTENTIAL NEED FOR ACCOMMODATIONS (FROM PROFILE AND JOB ANALYSIS -- LIST EACH TASK / ACTIVITY FOR WHICHAN ACCOMMODATION MIGHT BE NEEDED)

No accommodations anticipated however, there may be a need to relocate readily available snacks items and drinks. Natural ways will be respected and used from the beginning and we will offer to make adjustments if necessary. Employer is aware and willing.
II. THE MEANS USED BY THE EMPLOYER TO TRAIN AND SUPPORT NEW EMPLOYEES

A.DESCRIPTION OF THE COMPANY'S ORIENTATION PROCEDURES

Ask to review any written documents which describe typical orientation procedures. Discuss with a supervisor or decision-maker the flow of typical procedures. Ask employees about their experiences. If possible, and if it is felt to be necessary, ask to be taken through an orientation.

B.DESCRIPTION OF THE COMPANY'S PROCEDURES FOR INITIALLY TRAINING AND SUPPORTING NEWEMPLOYEES

Follow the suggestions in II. A, above. Additionally, ask for training from the employer on at least one of the tasks to be performed by the supported employer. Use this training as an opportunity to assess the capacity and flexibility of the employer in reference to the needs of the supported employee.

1. Job Shadow

2. Owner will demonstrate with new employee taking notes if they prefer

3. New employee works independently with assistance from experienced coworkers when necessary.

C.DESCRIPTION OF SPECIFIC STRATEGIES USED BY THE EMPLOYER

1.WHO TYPICALLY PROVIDES NEW EMPLOYEES WITH TRAINING? Owner or coworker in related area

2.AVAILABILITY OF COMPANY TRAINER ASSIGNED TO EMPLOYEE: N/A

3.AVAILABILITY OF CO-WORKERS/SUPERVISORS AS TRAINERS:At all times during shift.

4.DESCRIPTION OF STRATEGIES USED BY EMPLOYER: Nothing reported except availability of one of the owners and the coworkers.

5.IMPORTANT RULES STRESSED BY EMPLOYER & CO-WORKERS: Maintain a quiet environment. Pleasant demeanor with each other and customers.

6.UNWRITTEN RULES UNIQUE TO THE SETTING:

7.POTENTIAL FOR USE OF ADAPTATIONS, MODIFICATIONS IN WORK SITE: This will be discussed and determined when and if necessary. Employer is open.

8.WILLINGNESS OF CO-WORKERS/SUPERVISORS TO PROVIDE SUPPORT AND ASSISTANCE: Very!

D. THE "CULTURE" OF THE WORK SITE

1.EMPLOYER'S CONCERN FOR QUALITY: Moderate

2.EMPLOYER'S CONCERN NEED FOR PRODUCTIVITY: High

3.FLEXIBILITY/RIGIDITY OBSERVED: Open minded. Moderate-High

228- 497-6999, fax 228-497-6966

MG&A

III.NATURAL PERSONNEL: MANAGERS, SUPERVISORS, CO-WORKERS

A.SUPERVISORS OF EMPLOYEE

1. John TITLE: Co-owner

2. Deb TITLE: Co-owner

3. Bev TITLE: Operations manager

B.CO-WORKERS OF EMPLOYEE

1.Marcy POSITION: Retail & reception

2.Erin POSITION: Retail & reception

3.Bev POSITION: Operations manager

4.All the operators POSITION: Stylists, massage therapists,

aestiticians

C.EMPLOYEE SOCIAL GROUPS AND NON-WORK ACTIVITIES:Annual weekend retreat

D.LEADERS AND POTENTIAL ALLIES AMONG CO-WORKERS AND SUPERVISORS: Bev, Marcy & Erin

IV. JOB TASKS DESCRIPTION

SCHEDULE
# OF DAYS OF WORK PER WEEK
DAYS: Monday / HRS: 8:00-12:00
Friday / 5:30-7:30
Additional days shift might be added in the future
SEQUENTIAL CHRONOLOGY OF TYPICAL WORK DAY:
(Include all tasks)
1. Laundry gets loaded
2. Sweeping
3. Laundry gets checked for drying
4. Landscaping
5. Folding
6. Glasses/cups washing

TYPE OF JOB TASK : CORE

NAME OF TASK: Folding BlackTowels

HOW OFTEN PERFORMED: At each shift when each load of towels is dry

CONTENT STEPS/SKILLS DECISION* INFORMING STRATEGIES

(Including instructional and natural cues and adaptations)

*SEE DECISION-MAKING STRATEGY FOR TRAINING, ATTACHED

NAME OF TASK: Folding Black Towels PAGE 1OF 1

CONTENT STEPS/SKILLSDECISION*INFORMING STRATEGIES

228- 497-6999, fax 228-497-6966

1. Pick up towel lengthwise with 1 Demo

both hands, pinchingthe 2 top corners

with index finger and thumb.

2. Lift towel up in the air in front 1 Demo

of you allowing the wrinkles and fold

come loose.

3. Place the towel down in front of you 1 Verbal

on the top of the washer.

4. Pinch the bottom corners with your 1 Demo

2 hands, folding upward to meet the

bottom 2 corners.

5. Grasp the two corners of one end 1 Demo with verbal

of the folded towel, rolling it

forward towards the opposite end until

it is completely rolled.

6. Holding the rolled towel tightly in 1 Verbal

one hand, place it in the basket in front

of you.

7. repeat until all Black towels are folding 1 Verbal

* SEE DECISION-MAKING STRATEGY FOR TRAINING

DECISION-MAKING SEQUENCE FOR TRAINING

(1) PROVIDE NO DIRECT INTERVENTION; FACILITATE THE ROUTINE TO OCCUR USING ONLY THE NATURAL SUPPORTS AND STRATEGIES FOUND IN THE WORK PLACE

This decision allows the learner to acquire the skills of a task/routine by natural participation. This is the same manner most employees acquire information about routines.

(2) FACILITATE OR PROVIDE SYSTEMATIC TRAINING

This decision allows the trainer/facilitator to provide more instructional power than is naturally available in the work setting. Every effort should be made to support, rather than substitute for, co-workers and supervisors. Strategies utilized should be as natural as possible.

(a) Train the step each time it occurs in the natural sequence.

(b) Break the step into smaller, more teachable steps.Then teach as in (a).

(c) When the step occurs in the natural sequence, halt the sequence, teach the step using a number of massed trials, then continue the sequence.

(d) Pull the step out of the natural sequence and teach it in massed trails until criterion. Then plug it back into the natural sequence.

(e)Change the strategies for communicating information about the task.

(3) MODIFY THE NATURAL METHOD

Change the natural method typically used to perform the task to a method which better matches the needs of the learner.

(4) PROVIDE AN ADAPTATION

Add an assisting device or other aid to the method which will assist the learner to perform the task.

(5) ARRANGE FOR PARTIAL ASSISTANCE FROM CO-WORKERS

Negotiate for on-going direct assistance on targeted steps of the task, which will enable the worker to participate in the routine, if it is found that the preceding strategies did not result in successful performance. The assistance may initially come from the trainer, but eventually must be provided by someone in the work environment.

(6)RENEGOTIATE THE TASK OR JOB DUTIES ASSIGNED TO EMPLOYEE

If all the previous decisions do not result in successful performance, it may be a good idea to approach the employer in an attempt to redefine job duties or reassign the employee to another job.

228- 497-6999, fax 228-497-6966