tions, although the comparison was somewhat influenced by artifactual correspondence between the two systems.
The stream of work represented by the OAI and GWI demonstrates well the utility of using a descriptive system designed to be applied to the general population of occupations but still retaining enough specificity to provide meaningful differentiations between occupations, to link to assessments of persons, and to form useful occupational structures based on the information obtained from the system.
The common metric questionnaire (CMQ) (The Psychological Corporation, 1993) was developed by Harvey as a "worker-oriented" job analysis instrument designed to have applicability to a broad range of exempt and nonexempt jobs. It is organized into five major sections (general background, contacts with people, making decisions, physical and mechanical activities, and work setting) with several subsections in each. In addition to general background items that ask about respondent and job characteristics (e.g., tenure in present job, work schedule), the CMQ consists of 242 behaviorally specific items (e.g., in order to perform your job, do you use desktop or personal computers?). A matrix response format is used, such that if an item is indicated as performed, the respondent is asked to provide ratings for up to four additional scales (e.g., frequency, criticality, consequence of error). Thus, amount of information provided and amount of time needed to complete the instrument varies according to job scope and complexity.
A major advantage of the CMQ, according to its author, is the possibility of comparing even very dissimilar jobs by virtue of the instrument's common metric of work descriptors. This may be useful for purposes of establishing job progression and compensation systems. Broad applicability of the instrument is further supported by its use of an eighth-grade reading level, so that most job incumbents can complete it without assistance, and absolute rather than relative rating scales, so that responses can be compared across jobs. The CMQ can be scored in terms of 80 factor analytically-derived work dimensions or at the item level, thus