Testing

Title only, never a person’s name

Department or functions this role covers

The teams reporting to this seat, e.g. AF & IT, or None for an individual contributor

Level # · Exempt / Non-exempt

Site · % travel

TSP 000.0.00 · Rev. Month Year

Two to four sentences. Why this seat exists, what it protects or produces, and who depends on it. Write it so someone outside the function understands the job. Close with one sentence on what this seat must change over the horizon of the five-year Strategy Map. No duties here; they belong below.

An accountability is an outcome this role owns. We judge it by the result.

Standard accountability for this level

Copy the two standard accountabilities for this level from the Level Accountability Standards. They are identical on every profile at the level, they are set once by People with the leaders of that level, and they are not written or edited by the hiring leader. Replace the tags below with the level number, for example L0-1 and L0-2 at Level 0, L3-1 and L3-2 at Level 3.

Standard accountability for this level

Second standard accountability for this level.

Accountability

An outcome this role owns, named as a noun phrase, not an activity. Then the standard: what “meets” looks like, written so the answer at review time is yes or no. Every standard carries a number, a frequency, a deadline or a named deliverable. Avoid ensure, support, drive, assist, foster, oversee.

Accountability

Standard of performance.

Accountability

Standard of performance.

Accountability

Standard of performance.

Accountability

Standard of performance.

Accountability

Standard of performance. Six is the maximum for this role. Delete any row you do not need. Four or five is usually right.

A competency is a capability the person brings. We judge it by observed behavior, and we train and develop it so the person can meet their accountabilities. The Thoughtful Business Leader row applies to salaried roles. Remove it for hourly roles.

What is right for our customers, our company and our People.

•   Three behaviors specific to THIS role. Do not reuse the definition on the left, and do not use personality traits. Patient, humble and energetic cannot be assessed.

•   Behavior.

•   Behavior.

All forms of risk assessed and controlled; People’s ideas, opinions and well-being respected.

•   How this role assesses and controls risk, whether physical, financial, contractual or interpersonal.

•   Behavior.

•   Behavior.

All resources optimized to perform every task efficiently and effectively.

•   How this role uses time, people, equipment and systems well.

•   Behavior.

•   Behavior.

A lifelong learner who leads with clarity, trust, ownership and discipline, grounded in the Crescent Compass.

•   Compass-grounded decision-making in this seat.

•   How this leader develops others deliberately.

•   How this leader connects strategy to execution.

•   How this leader seeks feedback and acts on it.

•   What the person must already have done. Describe demonstrated scope and outcomes, not years served. “Has run a shift of 40+ across two lines” beats “5+ years experience”.

•   Requirement.

•   Requirement.

•   Education or certification, only where it is genuinely required.

•   Genuinely nice to have. If we would not hire without it, move it to Required.

•   Preferred qualification.

•   Preferred qualification.

•   Preferred qualification.