Job Profiling Guidance

A best practice when drafting job profiling to define outcomes, goals and expected deliverables you require of your employees.

Job Profiling

Job Profiling Interviews are scheduled with candidates and discussions are scheduled with Line Managers and or the HR contact to obtain the role requirements and responsibilities. Taking the time to write accurate job profiles is invaluable to the ongoing attraction, hiring, and retention of employees.

Job Profiling Includes:

  • The purpose of the role (the WHY)
  • Key performance areas (KPA’s) refer to the specific goals to be achieved (WHAT)
  • The specific deliverables required (HOW)
  • Defining the competencies, (knowledge, experience, skills, and behavioural attributes required for the role)
  • The internal and external customers and direct reports
  • OFO (Organising Framework for Occupations) codes/ Occupational levels specified in the Job Profiling process

Job Profiling Pro Tip

A best practice when Job Profiling is to link the OFO codes to job profiles. This will help you to define the competencies required to perform in the role and mitigate against any errors in Job Profiling and assigning jobs to the Occupational levels when submitting your Employment Equity report to the Department of Employment and Labour and in preparation for Workplace skills planning and training reporting to your relevant Skills and education training authority (SETA).

Get in touch today to help you in the job evaluation process.

With the working landscape and the “way we work” ever-changing can you RISK not evaluating your jobs?