Sample job profile
Director role:
Decision MakingLevel 4
LeadershipLevel 3
Problem SolvingLevel 4
CommunicationLevel 3
CoachingLevel 4
Features
Job Profiles
A job profile lists the competencies a role requires and the proficiency level expected for each. Subject matter experts build profiles by selecting from your competency framework — giving you a clear, defensible standard for assessments, development, and hiring.
How job profiling works
1. Assemble subject matter experts
Bring together the people who know the role best — current high performers, hiring managers, or team leads.
2. Review the competency framework
SMEs review your organization's competency model as if it were a menu, selecting the competencies that apply to the target role.
3. Set proficiency levels
For each selected competency, SMEs determine the required proficiency level (1–5) appropriate for the role.
One profile, many uses
The resulting competency profile becomes the shared standard for competency assessments, gap analysis, individual development plans, selection and recruitment, career management, and succession planning — every downstream decision traces back to the same competencies.
Competency mapping
This process is sometimes called competency mapping — the systematic exercise of mapping every role in the organization to the competencies and proficiency levels it actually requires, rather than relying on a generic job description. Once a role is mapped, that job profile becomes the shared standard behind selection, assessment, and succession planning.
See job profiles in action
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