This paper reviews and evaluates methods for conducting job analysis. The paper begins with a discussion of the purpose of licensure and certification and the dimensions of job analysis. The following four dimensions along which job analysis methods vary are discussed: types of job descriptors; sources of information; data collection methods; and level of detail or analysis. The next four sections explore the following issues: selecting the most effective methods for conducting job analysis for credentialing examinations (task inventory, professional practice model, critical incident technique, functional job analysis, combined methods); deciding whether descriptors for characterizing occupations and professions should be task oriented or worker oriented; determining how knowledge, skill, and ability domains should be specified (surveying practitioners about knowledge, skills, and abilities; empirical methods for linking knowledge, skills, and abilities; and subject-matter expert panels for judging knowledge, skills, and abilities); and deciding how job analysis results should be translated into test specifications (the challenge, organizational frameworks, and weights for test specifications). Concluding the paper is an examination of the following considerations in evaluating the effectiveness of job analysis: protecting the public; protecting examinees; protecting credentialing agencies; and weighing the science and politics of validity. The paper contains 80 references. (MN)