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 succes-sive 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 BreakthroughVision andMission

GlobalTransformation

Choose one of the six defined levels of work

Read the description to make sure you chose the right level

Chose the appropriate band (practiced band or upper band) for the job under review

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Step 2 - Sense Check

Global Profiling System identifies the factors that give rise to com-plexity. By referencing these it is possible to see if the initial choice of level is appropriate. If there is a misalignment between the com-plexity of the decision-making envi-ronment 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

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Step 3 -Accountabilities and Outputs

Accountabilities are the critical component. Allocating these clearly without gaps and overlaps is the foundation of high perfor-mance.

Global Profiling System makes the identifi-cation 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.

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Overview

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 con-sistent with the level of work undertaken.

Click on the dimensions and tick (check) the boxes that are relevant.

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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.

Pick the statement that best suits the job under review

Requirements for Technical/functional/professional Skills, Knowledge and Experience

Requirements for People Management

Pick the statement that best suits the job under review

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Delegated Decision Rights

Pick the statement that best suits the job under review