Job analysis and design [prototype] JADN
(new)
Planning, analysing, and designing job roles and structures to align with organisational goals and culture.
SFIA 9 is in development
- SFIA 9 beta due in early July 2024
- SFIA 9 planned for publication October 2024
This is a prototype for SFIA 9. It is subject to change before publication.
Disclaimer - prototypes/new skills may be substantially modified prior to launch or may never be released.
Guidance notes
(new)
Activities may include, but are not limited to:
- collating information and insights for current and future requirements e.g. surveys, interviews, workforce analytics, existing job descriptions and related documents
- conducting task analysis to break down jobs into component roles and responsibilities, skills and competencies
- analysing workflow processes to design jobs that maximize efficiency and job satisfaction
- creating or revising job architectures, job descriptions and specifications based on analysis
- designing or redesigning jobs to integrate new technologies, processes, or operational needs - including use of artificial intelligence
- creation of career pathways to enable the retention of staff as they progress through their professional development
The scope of job analysis and design can range from single roles to multi-layered organisational structures, and may also involve considerations for technology integration and flexible working arrangements.
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 reponsibilities.
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 with tasks (generic examples are provided by the essence statements for each level)
Where higher levels are not defined...
- You can progress by developing related skills which are better suited to higher levels of organisational leadership.
Levels
| Defined at these levels: | 3 | 4 | 5 |
Click to learn why SFIA skills are not defined at all 7 levels.
Show/hide extra descriptions and levels.
Level 1
Level 2
Job analysis and design [prototype]: Level 3
(new)
Collates data regarding job roles.
Contributes to task and competency mapping using skills-based frameworks.
Supports the development of preliminary job descriptions and performance metrics.
Works under direction to ensure alignment with broader organisational strategies and work practices.
Job analysis and design [prototype]: Level 4
(new)
Conducts detailed job analyses and designs job roles using data-driven insights.
Creates or revises job descriptions, considering key competencies, skills, and organisational culture.
Assesses impact of role changes on workflows, employee engagement and workplace practices.
Provides insights into aligning job roles with evolving organisational needs and technology integration.
Job analysis and design [prototype]: Level 5
(new)
Leads job architecture and design initiatives and aligns them with organisational strategies and workplace practices.
Develops comprehensive role definitions, including necessary skills and competencies.
Evaluates the effectiveness of current roles and suggests modifications.
Advises on how job architecture and job design can adapt to changes in organisational strategy, technology, workplace practices, and skills-based approaches.