Framework Edit 2-2-17

Step II: Profiling of Critical Positions
Purpose
All positions have a requisite set of knowledge, skills and
abilities that are expected of employees who are filling
that function. Thus, knowing the success factors of a job
is necessary to:
• Establish the desired requirements for job success;
• Create a baseline for assessing interested potential
employees; and
• Identify the appropriate learning and development
opportunities.
Approach
• Job descriptions or role profiles offer a good
starting point for the identification of the job’s
success factors. Other sources could include, for
example, interviews with senior management,
immediate supervisors and other stakeholders
who can offer insights on the profile requirements
of every critical position.
• Current incumbents of the positions may also
have a good understanding of the competencies
that are important for their roles. Interviewing
present job holders may reveal critical
knowledge, skills and abilities that potential
successors should possess to assume those
positions in the future.
• Other considerations may include:
• What are the specific behavioural and
functional competencies that apply to a key
job or group?
• What competencies apply to all employees
and groups? Are these competencies aligned
with the Company’s vision, mission and
values?
• The Corporate Human Capital Division (CHCD)
will create a *Position Success Profile for the
positions within the organisation which are seen
as critical.
*Template is attached to this Framework as Appendix 2
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