JobProfiler Overview
1
Step 1 Contribution Within Global Profiling System, all jobs and people can be allocated to one of a number of levels. Each level of work is an adding value level. This means that at each successive level, value is added to the work carried out above and below. The first step is to identify the purpose of a job and allocate it to one of the defined levels of work.
Task
Process
System
Breakthrough
Vision and Mission
Global Transformation
Choose one of the six defined levels of work
Read the description to make sure you chose the right level
Choose the appropriate band (practiced band or upper band) for the job under review
JobProfiler Overview
1
2
Step 2 Sense Check Global Profiling System identifies the factors that give rise to complexity. By referencing these it is possible to see if the initial choice of level is appropriate. If there is a misalignment between the complexity of the decision-making environment and the contribution then there is the opportunity to revisit Step 1.
Click on these to see the level of complexity associated with your chosen work level. Tick the boxes that are appropriate
JobProfiler Overview
1
2 3
Step 3 Accountabilities and Outputs
Accountabilities are the critical component. Allocating these clearly without gaps and overlaps is the foundation of high performance. Global Profiling System makes the identification of accountabilities easy as typical accountabilities for the various levels have been identified.
Click on the headers to see the typical outputs of work associated with this level. If you tick (check) the boxes that are appropriate for the job, these will be referenced when you come to write a job description.
JobProfiler Overview
1
2 3
4
Step 4 Job Dimensions
Jobs can be profiled along level specific dimensions that enable outputs. These are the outputs that lead to the main job being accomplished. These dimensions include analysing and identifying opportunities to interacting with internal and external bodies to bring about action. Well designed jobs have a similar weight across these dimensions and are consistent with the level of work undertaken.
Click on the dimensions and tick (check) the boxes that are relevant.
JobProfiler Overview
1
2 3
4
5
Step 5 Requirements Global Profiling System clarifies what it is to be a people manager as opposed to a project manager or sales manager. Global Profiling System completes the job profile by referencing to the skills/knowledge and experience that is necessary to do the job and the ‘elbow room’ that there is to make decisions and sign off on the decisions of others.
Requirements for Technical/functional/professional Skills, Knowledge and Experience Pick the statement that best suits the job under review
Requirements for People Management Pick the statement that best suits the job under review
Delegated Decision Rights Pick the statement that best suits the job under review