Public Administration Strategic Job Analysis, Essay

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Non-profits may make greater use of interns and volunteers for administrative work who wish to bolster their resume and also to 'do good.'

Recruitment can begin internally; externally using the organization's website or more generic 'job boards,' or through specific industry publications. Most administrative positions require the candidate to submit a resume and cover letter for initial consideration. Other possible requirements include a statement of intent, writing samples, or tests of key competencies (such as fluency in a language or proficiency with software). Job interviews (either one-on-one or before a panel) may be demanded, particularly if the job requires a great deal of contact with the public. External recruitment often requires a more extensive process than internal recruitment, to 'vet' candidates.

Performance reviews are also a key part of the process. Performance reviews often take the form of annual or more frequent discussions with the employee about his or her measurable output.

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New employees may be 'mentored' by older employees who engage in more frequent reviews with the worker. Performance may be measured by subjective data, such as supervisory perceptions, or by data-driven quantitative output. To ensure that objective criteria are used when evaluating an applicant, the initial generic job description is often used as a way of grading the employee's current output and satisfactory progress. Employees may be asked to conduct self-appraisals as well. Balancing the need for more subjective components of the process, such as the observations of supervisors with an examination of quality improvement standards will vary depending upon the nature of the job and the general philosophy and attitude of the organization (Payne 2009: 147)......

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