Job Roles

Job roles define what skills and competency levels are needed for specific positions in your organization. Examples include:

• "Junior Developer" requiring basic coding skills at Level 2-3
• "Senior Engineer" requiring advanced technical skills at Level 5-6
• "Team Lead" requiring leadership and technical skills at various levels
• "Project Manager" requiring planning, communication, and stakeholder management skills

Job roles serve as development targets - employees work toward meeting all the skill requirements of their goal role.

To browse your organization's job roles:

1. Navigate to "Job Roles" in the organization menu
2. View the list of all defined roles
3. Click on any role to see its full skill requirements

Each role card shows the role name and how many skills it requires, giving you a quick overview of complexity.

When you open a job role, you'll see:

• Role Name: The position title
• Description: What this role entails
• Required Skills: All skills needed for this role
• Target Levels: The competency level required for each skill

This breakdown makes it clear exactly what someone needs to demonstrate to be qualified for that role.

For Administrators and Owners:

To create a new job role:

1. Click "Create Job Role" or "Add Role" button
2. Enter the role name (e.g., "Senior Data Analyst")
3. Add a description explaining what this role does
4. Search for and add skills from your skills library
5. Set the required level for each skill (e.g., Level 4, Level 5)
6. Review and save the role

When building a job role, think carefully about:

• Essential Skills: Core competencies absolutely required for the role
• Appropriate Levels: Realistic expectations for the seniority level
• Skill Mix: Balance of technical, leadership, and soft skills
• Growth Path: How this role differs from junior/senior versions

You can add as many or as few skills as needed. Some organizations have concise roles (5-8 skills), others prefer comprehensive definitions (15-20 skills).

For Administrators and Owners:

You can update job roles as your organization evolves:

• Change the role name or description
• Add new skill requirements
• Remove outdated skills
• Adjust required levels as standards change

Job roles connect to the check-in process:

1. During a check-in, a manager selects a goal role for the team member
2. The check-in form shows all skills required for that role
3. The manager assesses the person's current level for each skill
4. This creates a baseline or updates their progress
5. The team member's profile shows their progress toward meeting all requirements

This creates a clear development roadmap with measurable progress.

Once a goal role is set, progress tracking becomes automatic:

• The employee's profile shows which skills are met vs. still in development
• Visual progress bars indicate how close they are for each skill
• When all requirements are met, a celebration banner appears!
• Managers can see at a glance who's ready for promotion

This makes performance conversations data-driven and transparent.

For Administrators and Owners:

When a role is no longer needed:

• Check if anyone is currently using it as their goal role
• Consider archiving instead of deleting to preserve history
• If deleting, reassign affected team members to new goal roles
• Communicate changes to impacted managers and employees