Career & Workforce

A role is more than a job description.

Understand why the role exists, what it must deliver, which skills support that, and what evidence would show the skills are real.

The problem

Job descriptions go stale. They list tasks. They rarely say which capabilities matter, what proof looks like, or which roles sit next to this one.

The decision

What should this role own, and what evidence would justify hiring, promoting, or developing someone into it?

How it works

1. Name the role, function, level, location and the business outcome it owns.
2. ESI can suggest capabilities, skills, evidence and adjacent titles.
3. The organisation confirms what is true. A suggestion is not a fact.
4. The confirmed role becomes the language for hiring, learning and mobility.

Example

A “Data Analyst” brief that only listed tools becomes a role that owns reporting decisions, names SQL and business understanding as evidence, and sits next to Operations Analyst and Business Analyst.

Inputs

• Job description
• Function and level
• Business outcome the role owns
• Existing titles that sit beside it

Outputs

• Purpose
• Outcomes
• Capabilities
• Skills
• Evidence
• Adjacent roles

Pilot scope

Confirm one role family — five to ten titles — before extending the language to a whole function.

What the organisation sees

The role definition the organisation confirmed, plus suggestions still marked as suggestions.

What the individual controls

The person keeps My ESI. Money, health, family, private ESI Next chats, and career exploration stay private unless a specific, field-level share is chosen. There is no “share My ESI with my employer” switch.

Build one role family

Explore. Select. Innovate.