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Information Broker

Tool: Role profiles

Typical use (type of issue/project)

To create a structured overview and description of the main tasks of each role within the organisation.

Ease of use rating

Used by

Yourself and your team.

Tips for effective use

Ensure you are able to clearly articulate the set of capabilities or success factors for the particular job.

Signals of successful use

Understanding exactly what each individual is responsible for based on both their role within their unit, and their own individual role description. The role profile can be used to recruit new people into the organisation or as a yardstick for developing people already employed within the business.

Signals of unsuccessful use

Introducing a change or initiative within an organisation and failing to update the necessary role profiles.

Links to other tools

RACI, Purpose of a unit, Process analysis, Design governance and Skills and competencies.


Role profiles

Role profiles focus on what is key and common to a role rather than what is specific to one, two or even a handful of positions. Role profiles are helpful when trying to gain an understanding of what is core to a role you are in or aspire to. This includes focusing your development efforts on what matters most.

Key components of a role profile:

  • Level of work

The level or grade of work the role falls under.

  • Overall purpose

A short description (one or two sentences) that answers the question ‘why does the role exist?’

  • Job dimensions

What the job entails.

  • Key responsibilities and deliverables

An overview of accountabilities that highlights the elements of the role.

  • Capability requirements

An outline of the competencies that apply as well as expected levels of proficiency for the role.

  • Leadership competencies

A summary of the eight leadership competencies that apply to all management roles

  • Technical knowledge requirements

The key technical areas associated with a role as well as any education or training that is needed.

  • Career path

The next steps for the role, as well as any training and development opportunities.

Example template

Job title   Level  
Report to (direct)   Report to (indirect)  
Job dimensions Key relationships
Key responsibilities and deliverables
Capability requirements
Technical knowledge requirements
Career path capability requirements