Define Role and Success Profile

Flow · 7 controlled steps

1. 01

   Confirm the workforce need

   Anchor the role in a real business need before describing a person.

   • — State the business problem, opportunity, or capacity need.
   • — Identify the accountable hiring manager and decision authority.
   • — Confirm whether this is a new role, replacement, or redesign.
   • — Record known budget, timing, location, and employment constraints.

   Responsible

   Hiring manager

   Output

   Confirmed role-design mandate

   Decision

   Is a new or redesigned role the appropriate response to the need?

2. 02

   Define successful outcomes

   Describe what the role must accomplish before listing credentials or traits.

   • — Write five to ten observable accomplishments, results, or outcomes.
   • — Order the outcomes by importance and expected time horizon.
   • — Distinguish continuing accountabilities from one-time change objectives.
   • — Check that each outcome supports the stated business need.

   Responsible

   Hiring manager

   Output

   Prioritized role outcomes

3. 03

   Describe the operating context

   Make the environment, constraints, interfaces, and enabling conditions visible.

   • — Describe the team, manager, customers, partners, and critical interfaces.
   • — List the major challenges, constraints, and failure conditions.
   • — List the systems, resources, authority, and conditions that enable success.
   • — Record location, schedule, physical, regulatory, safety, or quality context where relevant.

   Responsible

   Process architect or People partner

   Output

   Role operating-context statement

4. 04

   Identify differentiating capabilities

   Define the behaviors and capabilities that distinguish effective performance in this context.

   • — Identify the behaviors and capabilities required to produce each outcome.
   • — Consolidate overlapping capabilities and remove generic virtues that cannot be assessed.
   • — Describe each capability in observable, role-specific terms.
   • — Separate capabilities needed on entry from those that can reasonably be learned.

   Responsible

   Process architect or People partner

   Output

   Role capability model

   Decision

   Must this capability be present at entry, or can it be developed after hire?

5. 05

   Classify requirements

   Prevent convenient proxies from becoming unjustified barriers.

   • — List skills, knowledge, credentials, experience, and other candidate attributes.
   • — Classify each as required, preferred, or learnable after entry.
   • — Record why every required attribute is job-related.
   • — Remove redundant, untestable, or pedigree-based requirements that do not predict the stated outcomes.

   Responsible

   Hiring manager

   Output

   Classified candidate requirements

   Decision

   Is this requirement necessary to produce an outcome or meet a material constraint?

6. 06

   Design the evidence plan

   Define how the next processes can obtain comparable evidence for each important criterion.

   • — Assign an evidence method to each important outcome, capability, and requirement.
   • — Prefer work evidence, structured questions, samples, or valid assessments over intuition.
   • — Define anchored evaluation criteria before candidates are reviewed.
   • — Identify criteria that cannot be assessed reliably and revise or remove them.

   Responsible

   Process architect or People partner

   Output

   Selection evidence plan · Draft anchored criteria

   Decision

   Can this criterion be assessed consistently and proportionately?

7. 07

   Review, approve, and publish the profile

   Create one controlled definition consumed by every downstream hiring process.

   • — Review the profile with compensation, recruiting, and relevant functional partners.
   • — Resolve conflicts between outcomes, requirements, budget, and market reality.
   • — Confirm the accountable owner and review date.
   • — Approve and publish a versioned role success profile.

   Responsible

   Process architect or People partner

   Output

   Approved role success profile

   Decision

   Is the profile coherent, assessable, affordable, and ready for downstream use?

Connections

Seams · 22 hops within 2 steps

Upstream and downstream neighbourhood over public reference processes only. Each hop shows the trigger, carried objects, and what the receiving process loses if the producing step is skipped.

Roles

Systems + Data

Measures

Evidence + judgment

Draft reference standard. Requires practitioner and employment-counsel boundary review before client deployment.