Complete one profile per distinct role. This document defines what the role is, what it delivers, what it requires, and what excellent performance looks like. It is the foundation for hiring, onboarding, and performance management.
Section 1 — Role Identity
KAD LeaderSMEManagerCoordinatorEngineerTechnicianOfficerIntern
Section 2 — Purpose of Role
One paragraph. Why does this role exist? What would break if it were empty? Be specific to the KAD and client context, not generic.
Section 3 — Key Outputs & Performance Indicators
What must this role deliver? Each output should be specific and measurable. Link each output to a performance metric so the role-holder and manager share a definition of success.
Key Output / Deliverable
How Success Is Measured
Section 4 — Key Relationships
Section 5 — Experience & Knowledge Requirements
Section 6 — Functional Competencies
List the technical and functional competencies required for this role. Set the desired proficiency level using the Telinno scale: 1 = Awareness | 2 = Basic | 3 = Proficient (with support) | 4 = Proficient (independent) | 5 = Can train others / Expert
Competency
Desired Level for this Role
Section 7 — Telinno Leadership Behaviours
Select the behaviours required for this role and add the specific expectations for this grade level. All roles require at minimum the first four.
Understand the Business
Practice What You Preach
Results Focus
Know Yourself
Proactive Cooperation
Initiative & Judgement
Section 8 — What Excellent Performance Looks Like
This is the section that distinguishes a Job Success Profile from a standard job description. Write in plain language what a person in this role looks like when they are genuinely excelling — not just "meeting expectations."