JOB ANALYSIS

QUESTIONNAIRE
GENERAL INSTRUCTION
Please accomplish this questionnaire accurately and completely. All information should be about the job and not the employee occupying the
position, as the information will be used to evaluate the job and not the employee’s performance nor qualifications. Attach additional sheets if
needed. Submit the completed questionnaire to your department head immediately after completion for his/her review, then to the Human
Resource and Admin Department.

A. JOB IDENTIFICATION
Position Title Accounts Receivable Associate

Job Level Experienced Level

Department Accounting and Finance Department

Job Type Rank and File

B. JOB SPECIFICATIONS
1. Describe decisions the job holder can make without prior approval. Is there a certain spending limit delegated to the job holder? Kindly
check the box that corresponds to the minimum education requirements for this position.
Advanced degree Four year college degree (or equivalent)
Two years of college or technical school (or equivalent) Four years of high school or vocational school
Others, please specify: __________________________________________________________________________

2. Kindly check the box that corresponds to the minimum work-related experience requirements for this position.
No previous experience necessary Three to five years
One to three years More than 5 years
Others, please specify: __________________________________________________________________________

3. Specific areas of experience if necessary:

He/she must have a prior knowledge about different accounting systems like Peachtree, SAGE or SAP. Posting of
daily collections, process incoming billing/invoicing, maintain accounting ledger.

4. What are the special skills and/or or technical competencies required for this position?

Analytical, accuracy or keen to details especially in posting payments. Data entry skills, organization, Verbal
 Professional: Communication

 Social:

 Personal:

5. Vision Requirement: Describe the degree to which this position requires vision requirements (e.g., close vision, distance vision, color
vision, peripheral vision, depth perception, etc.).

6. Required Licenses:

C. JOB SUMMARY

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 Please provide a brief summary of the position's primary purpose in 2 or 3 sentences.

D. JOB DUTIES AND RESPONSIBILITIES

List all duties performed by this position in order of importance. Describe each clearly as possible by stating it through a “what, how and
why” format. Begin each statement with an action word, e.g. operates, maintains, etc. Please use additional sheets if necessary.
Regular Duties: Enumerate the duties/tasks which the job requires to be done on a daily or weekly basis and indicate the amount of time
spent (in hours) performing each task.

FREQUENCY Time
DUTIES / TASKS Daily Weekly Spent
(in Hours)

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 Occasional Duties: Enumerate the occasional duties or tasks and check the appropriate box to indicate whether it is done on a monthly,
quarterly, semi-annual, or annual basis and indicate the amount of time spent (in hours) performing each task.

FREQUENCY Time Spent

DUTIES / TASKS (in Hours)
M Q S A

E. ORGANIZATIONAL RELATIONSHIP
List all the names and positions that have direct relationship with this position.

Name of Direct Superior’s Superior & Position

Name & Position of Direct Superior

List peer positions for this position (reporting

to the same manager)

List positions directly managed/supervised by

this position

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F. WORKING RELATIONSHIP
List the other positions in the organization with which the job has the most frequent interaction. Also list the job’s most significant external
contacts. Check the appropriate box or boxes to indicate the nature or purpose of the interaction. Place as many as possible.

(1) Information (2) Coordination (3) Advice/Consultancy (4) Negotiation (5) Others, please specify

INTERNAL
Most Frequent Contacts Nature or Purpose of Interaction Approximate
(Position Title) 1 2 3 4 Others (please specify) Frequency

EXTERNAL
Most Frequent Contacts Nature or Purpose of Interaction Approximate
(Position Title) 1 2 3 4 Others (please specify) Frequency

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G. MENTAL EFFORT
1. Check the appropriate box to indicate the degree of mental effort normally exerted to satisfactorily perform the duties of the job.
The job requires little analysis. Problems encountered on the job are simple and similar in nature. The job requires hardly
any independent judgment in problem solving.

The job requires analysis and problem solving using some degree of judgment and initiative. Solution to problem
encountered on the job requires the choice of established techniques or methodologies. Judgment is used is so far as
adapting the technique to a particular situation.

The job requires analysis and problem solving using a considerable degree of judgment and initiative. Varied, complex, and
difficult problems are encountered which may require resourcefulness, creativity, ingenuity and analytical skills.

Problems encountered on the job require high degree of original and independent thinking and experimentation in undefined
areas and new problem solving approaches. Judgment calls may yield highly uncertain results.

2. Cite specific examples to illustrate the type of problems this position usually encounters and how these problems are being resolved.

H. COMPLEXITY OF WORK
1. Check the appropriate box to describe the nature of planning and organizing work that the position is responsible for.
Little planning and coordination work required.

Plans and coordinates work involving management or administration of specific activities.

Plans, organizes, leads, and directs work involving management or administration of several but interrelated activities.

Plans, organizes, leads, and controls work in more than one management area.

2. Cite specific examples to illustrate the type of planning and organizing work this position usually performs (if applicable).

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I. SUPERVISION RECEIVED
Check the appropriate box to describe the extent of supervision the position receives from its immediate superior.
The position needs constant supervision; detailed step-by-step instructions or procedures are provided.

The position needs some supervision; general guidelines are provided; problems are referred to immediate superior.

The position needs little supervision; there is flexibility in performing tasks; immediate superior is consulted only when
there are problems that cannot be solved through standard procedures.

J. SUPERVISION GIVEN
Check the appropriate box to describe the variety of tasks the position supervises (if applicable).
The position does not require supervision of performance of any task.

The position requires the supervision of related tasks; work methods are well-defined or covered by standard operating
procedures; workloads of subordinates are uniform or similar; direct supervision of personnel is required.

The position requires the supervision of somewhat varied but related tasks; work methods are well-defined or covered by
standard operating procedures; workloads of subordinates tend to vary; direct supervision of personnel is required.

The position requires the supervision of varied but related tasks; work methods are less defined; workloads of subordinates
vary; supervision exercised through one level, requiring some coordination.

The position requires the supervision of unrelated tasks; work methods are not well-defined; workloads of subordinates
vary; supervision is exercised through two or more levels requiring greater coordination.

K. PHYSICAL EFFORT
1. Check the appropriate box to indicate the degree of physical effort normally exerted while performing the duties of the job.
The work requires little or light amount of physical exertion.

The work requires off-and-on sitting, standing, walking, bending and/or lifting.

The work requires sitting, standing and/or walking as well as occasional lifting of light to average weight materials.

The work requires long period of sitting, standing, walking and other difficult work positions and of lifting heavy weight
materials.

2. Give specific instances to illustrate the amount of physical exertion required for the satisfactory performance of the job and specify the
equipment or machine to be handled or operated on the job (if applicable).

L. WORKING CONDITIONS
1. Check the appropriate box to describe the work area and the unpleasant conditions the job is exposed to.
The work area is clean and well-ventilated; minimal exposure to health hazards and unpleasant elements.

The work involves occasional exposure to some unpleasant conditions such as minimal noise, dust, and heat; exposure to
situations may cause minor injuries.

The work involves frequent or constant exposure to unpleasant condition such as excessive noise, dust, and heat; exposure
to situations may cause incapacity, permanent disability or death.

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 2. If job has more than one work area assignment, identify the work areas and the amount of time spent in these areas.

WORK AREA TIME SPENT

M. CUSTODIAL RESPONSIBILITY OVER COMPANY ASSETS

Indicate the company assets, which are under the position’s custody.

ASSET ESTIMATED AMOUNT OR VALUE

N. RESPONSIBILITY OVER CONFIDENTIAL INFORMATION, RECORDS AND REPORTS

Check the appropriate box to indicate the amount of control the position exercises over company information, records, and reports to be
prepared, handled and/or maintained.
The position is not responsible for any confidential information, records and reports.

The position is responsible for important and confidential information, records and reports.

The position is responsible for critical and confidential information, records and reports, which are sensitive in nature and
may critical to the maintenance of the company’s market share and competitive advantage.

O. REVIEW AND APPROVAL

Accomplished by: Reviewed by: Approved by:

VALUATION FOB EVALUATION FORM

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