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Job analysis is about analyzing the job and how it fits into the totality of the process it supports. Is the job properly designed? Are there opportunities for errors or delays due to the design of the job or the process? Should the job be redesigned?

If you are talking about personnel reviews (not job analysis) it is required that you tell the employee how they are performing and what they can do to improve. Potential may or may not be covered, as some jobs frankly may not provide much opportunity for future development. But if development is a goal of the employer or employee then it should be discussed so there is a common understanding of where the employee stands and what they want in the future.

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Q: Which is more important to you in job analysis performance or potential?
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