The global skills and competency framework for the digital world

Job analysis and design JADN

Planning, analysing and designing job roles and structures to align with organisational requirements, goals and culture.

Revision notes

Updates for SFIA 9

  • This is a new skill introduced in SFIA 9.
  • Theme(s) influencing the updates for this new skill: Continued refinement for AI/ML Ops skills.
  • Previous SFIA assessments or skills mapping of other SFIA skills are not impacted by this new skill. See also Organisation design and implementation

Guidance notes

Activities may include, but are not limited to:

  • gathering information and insights for current and future job requirements through methods such as surveys, interviews, workforce analytics and reviewing existing job documentation
  • conducting task analysis to break down jobs into component roles and responsibilities, skills and competencies
  • analysing workflow processes to design jobs that optimise efficiency, employee engagement and job satisfaction
  • designing roles that support rapid team reconfiguration, upskilling and evolving in response to changing organisational needs and market demands
  • creating or updating job architectures, job descriptions and specifications based on comprehensive analysis, organisational requirements and skills-based frameworks
  • integrating new technologies, processes, or operational needs into job design, including the consideration of artificial intelligence and digital tools
  • developing career pathways that align with professional development opportunities and organisational needs to aid staff retention.

The scope of job analysis and design can range from single roles to multi-layered organisational structures.

Understanding the responsibility levels of this skill

Where lower levels are not defined...
  • Specific tasks and responsibilities are not defined because the skill requires a higher level of autonomy, influence, and complexity in decision-making than is typically expected at these levels. You can use the essence statements to understand the generic responsibilities associated with these levels.
Where higher levels are not defined...
  • Responsibilities and accountabilities are not defined because these higher levels involve strategic leadership and broader organisational influence that goes beyond the scope of this specific skill. See the essence statements.

Developing skills and demonstrating responsibilities related to this skill

The defined levels show the incremental progression in skills and responsibilities.

Where lower levels are not defined...

You can develop your knowledge and support others who do have responsibility in this area by:

  • Learning key concepts and principles related to this skill and its impact on your role
  • Performing related skills (see the related SFIA skills)
  • Supporting others who are performing higher level tasks and activities
Where higher levels are not defined...
  • You can progress by developing related skills which are better suited to higher levels of organisational leadership.

Show/hide extra descriptions and levels.

Levels of responsibility for this skill

3 4 5

Job analysis and design: Level 3

Level 3 - Apply: Essence of the level: Performs varied tasks, sometimes complex and non-routine, using standard methods and procedures. Works under general direction, exercises discretion, and manages own work within deadlines. Proactively enhances skills and impact in the workplace.

Gathers data regarding job roles and responsibilities from various sources.

Assists in mapping tasks and competencies using established skills-based frameworks. Contributes to the creation of preliminary job descriptions and performance metrics.

Works under direction to align job roles with organisational strategies, workplace practices and evolving requirements.

Provides support in the assessment of job changes and their impact on workflows and employee satisfaction. Participates in the process of revising job documentation to reflect updated role definitions and responsibilities.

Job analysis and design: Level 4

Level 4 - Enable: Essence of the level: Performs diverse complex activities, supports and guides others, delegates tasks when appropriate, works autonomously under general direction, and contributes expertise to deliver team objectives.

Performs detailed job analyses, breaking down roles using data-driven insights.

Creates or revises job descriptions with consideration of required skills, competencies and organisational culture.

Evaluates the impact of job role changes on workflows, employee engagement and overall workplace practices.

Provides insights into aligning job roles with emerging organisational needs, including technology integration and adaptive strategies. Collaborates with stakeholders to ensure job designs are effective, responsive to changing business needs and aligned with skills-based approaches.

Job analysis and design: Level 5

Level 5 - Ensure, advise: Essence of the level: Provides authoritative guidance in their field and works under broad direction. Accountable for delivering significant work outcomes, from analysis through execution to evaluation.

Leads job architecture and design initiatives, ensuring alignment with organisational strategies and evolving workplace practices.

Develops comprehensive role definitions that encompass necessary skills, competencies and alignment with the organisation's culture and goals.

Assesses and suggests modifications to existing roles to improve effectiveness and address new challenges.

Provides authoritative advice on the adaptation of job architecture and job design to reflect changes in organisational strategy, technology, workplace practices and skills-based approaches.

Keywords
New skill