Preparing and updating a role analysis will help ensure the role purpose and content is current and the knowledge, skills, experience and personal attributes required to succeed in the role are aligned to the short and long term business objectives.
The role analysis can be used for job evaluation (JEMS) and long term workforce planning.
The Recruitment and selection directive has more information about role evaluation.
Role analysis tips
Consider the role purpose and context:
- reason—what does it deliver or contribute?
- context—what business unit does it exist within and what is that unit’s purpose?
- working environment and community—whether its regional or remote
- if relevant, information about the core client group including its size, cultural diversity and socio-economic factors.
- fitness/health requirements (providing they are genuine occupational requirements).
Tasks and skills:
- duties and accountabilities
- key relationships (internal and external stakeholders/customers)
- delegations and budget responsibilities
- supervision or management responsibilities of the role, reflecting the number of direct and indirect reports
- learning, training, and development options, and potential career progression
- employment frameworks.
Competency and capability frameworks
Competency and capability frameworks can help determine the capability profile of a role, including leadership and management competencies, technical skills and specialist competencies.
Creation of the capability profile as part of the role analysis process must include reference to a relevant capability framework. These can be based on:
- agency specific profiles
- Workforce Capability Success Profile
- Leadership competencies for Queensland
When it’s time to recruit, the capability profile can help the hiring manager identify areas of focus for selection criteria, taking into account the mix of skills and experience within the team.
Identify the selection criteria
Before recruitment can begin, the selection panel needs to know what a successful candidate would look like, and determine the selection criteria for assessing applicants.
Useful things to consider when identifying selection criteria include:
- Are there any changes anticipated requiring different or more flexible skills from the new employee?
- What skills do we need the new employee to have that the existing job holder did not have but needed?
- What skills does the broader team lack, and how can this appointment build the overall team performance?
- What are the leadership and technical / specialist competencies required for the role?
- What diversity are we seeking for our team and agency?