3. Job Description
Job Title;
Responsabilities;
Required Skills;
Skills and Competencies that will be developed;
How work performance will be measured.
Outline of the activities a person will complete within their team.
JD as a tool to develop competency and ability of members.
4. Job Description
• Ownership and direction over their activities in the
LC.Activanting Members
• Be held accountable for their activities and aware
on how their performance will be measured.
Accountability and
Measurement
• JDs have to be created in order to achieve LC goals
and planning.Organizational Structure
• The roles described by the JDs support targeted
recruitment of specific profiles of people.
Recruitment and
Allocation
• Have clear objectives and specific contributions towards
organization goals, members are more likely to remain active in
the LC.
Retention
WHY a JD is important?
5. Job Description
KEY ELEMENTS OF THE JD:
Overview / Purpouse;
Accountability;
Responsabilities;
Competencies Developed;
Skills and Competencies Requiried;
KPIs (Key Performance Indicators).
6. Job Description
KEY ELEMENTS OF THE JD:
Overview / Purpouse: Explains the purpouse of a specific role in the local
commitee.
7. Job Description
KEY ELEMENTS OF THE JD:
Accountability: Shows who does and who reports to a specific role as well as
what the key relationships with other roles are.
8. Job Description
KEY ELEMENTS OF THE JD:
Responsabilities: Define which unique actions must be completed as part of
a specific role.
9. Job Description
KEY ELEMENTS OF THE JD:
Competencies Developed: Based on the GCM (Global Competency Model),
outlines which competencies will be developed by completing the job.
10. Job Description
KEY ELEMENTS OF THE JD:
Competencies Developed: Based on the GCM (Global Competency Model),
outlines which competencies will be developed by completing the job.
Change Agent characteristics
Review on GCM 2010
Change Agent Competencies
11 Competencies
(Critical + Supporting) 5 Competencies
11. Job Description
KEY ELEMENTS OF THE JD:
Competencies Developed: Based on the GCM (Global Competency Model),
outlines which competencies will be developed by completing the job.
12. Job Description
KEY ELEMENTS OF THE JD:
Competencies Developed: Based on the GCM (Global Competency Model),
outlines wich competencies will be developed by completing the job.
Example of
MCVPCOMM
13. Job Description
KEY ELEMENTS OF THE JD:
Skills Required: Outline key profiles and skills a person needs in order to
perform in the job. Can be also specified as Competencies Required.
Role: Talent Selection
14. Job Description
KEY ELEMENTS OF THE JD:
KPI (Key Performance Indicators): Concrete measures to evaluate how a
person is performing in a job.
15. Job Description
It’s important that EVERY member has a specific role in the LC;
EP’s that are about to go abroad on X must be allocated to a role within
the LC. Short term members, such as EP’s, have to have JDs with clear
dates to complete their activities.
Short Term
JD’s
Long Term
JD’s
16. Job Description
LC goals and planning;
The real needs of your area;
Level of learning that will be provided through the job;
The job has to be attractive and worthwhile;
Tasks and responsabilities have to be relevant and challenging.
WHEN CREATING A JOB DESCRIPTION DON’T FORGET
18. Job Description
QUESTIONS FOR REFLECTION:
What’s your view about this minimum? (Agree or not, accept or not,
understand its impact,...)
How do your members see this minimum?
What’s the relation between this minimum and the Quality of @XP?
How will this minimum impact on quality and growth of results in your area?
What are the gaps between the ideal situation
and the actual practice?
What can be done to ensure this minimum?
19. Job Description
Strategy to Impact
What can YOU do, as a Leader?
What can WE do, as the Quality of @XP Team?
