Job Competency Profiling

Through a structured process, we can assist your organization to identify behavioural requirements that employees must demonstrate within your particular organization if they are to be truly effective in their jobs. In essence, job competency profiles provide your employees with a "roadmap to success."

Job competency profiles complement technical job requirements. When both of these key components are effectively addressed and explored during job interviews, organizations have a far greater chance of identifying the most suitable and talented candidates.

Job competency profiles are also invaluable for other key Human Resources processes such as performance management, employee and management development, 360-degree feedback, and succession planning.

When developing job competency profiles, the first crucial step is the gathering of input from your employees. This helps to ensure optimal employee buy-in when ultimately rolling out the profiles across the organization.

For example, when creating a profile for front-line managers, we would highly recommend that input be obtained from a representative sample of individuals from the following groups:

• High performing individuals in this job
• Individuals that this position reports to
• Direct reports
• Clients (if appropriate)

This process helps to ensure that each of your job competency profiles is completely customized and truly reflects your organization's reality and culture. A less engaging process would result in generic job profiles that may be appropriate for a variety of different organizations, but are perhaps not as appropriate for your particular organization.

Once we have gathered all the input and information we require, draft versions of the job competency profile(s) is/are created. Please note that, in most cases, organizations have approximately four to six different job competency profiles which are based on different job families. Examples of job families could include: senior management (Director and/or VP level); first line managers; front-line employees such as operators, technicians, etc.; professional staff; sales representatives; customer service representatives; and administrative staff.

The draft job competency profiles are generally initially reviewed and discussed with Human Resources. Once any required changes are made, the final draft is presented to the organization's senior management team for input and finalization.

Should you desire, we can provide your organization with recommendations and assistance to effectively tie these newly created or, in some cases, modified job competency profiles into key Human Resource programs, processes, and systems.

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