Job Redesign Skills Matrix: Template and Worked Examples

The job redesign skills matrix template

JOB REDESIGN SKILLS MATRIX

Project objective:
Proficiency scale:

CAPABILITY 1
Department:
Role:
Current capability:
Future capability:
Required proficiency:
Current proficiency:
Assessed gap:
Learning action:
Owner:
Review date:

CAPABILITY 2
Department:
Role:
Current capability:
Future capability:
Required proficiency:
Current proficiency:
Assessed gap:
Learning action:
Owner:
Review date:

CAPABILITY 3
Department:
Role:
Current capability:
Future capability:
Required proficiency:
Current proficiency:
Assessed gap:
Learning action:
Owner:
Review date:

CAPABILITY 4
Department:
Role:
Current capability:
Future capability:
Required proficiency:
Current proficiency:
Assessed gap:
Learning action:
Owner:
Review date:

CAPABILITY 5
Department:
Role:
Current capability:
Future capability:
Required proficiency:
Current proficiency:
Assessed gap:
Learning action:
Owner:
Review date:

How to use the matrix

Keep the job-design decision separate from the employee assessment so the target is not quietly lowered to match today’s score.

1. 1

   Describe the change in work

   Write one sentence explaining what the future role owns that the current role does not. Identify work to stop, simplify or hand over as well as new responsibilities.

2. 2

   Define the target behaviours

   Choose a small set of capabilities and describe the required level using observable work. A capability with no evidence criterion is too vague to assess fairly.

3. 3

   Assess the starting point

   Use a work sample, observed task or structured conversation. Discuss self and manager assessments together; record an unknown rating as unassessed.

4. 4

   Choose and own the development action

   Prioritise the capabilities the redesigned job needs first. Agree a practice task, manager support and a review date. Training attendance is an input, not the outcome.

5. 5

   Review both skill and work outcomes

   Repeat the assessment and examine the relevant business measure. Check whether the redesigned workload is sustainable and whether the employee has the support to perform it.

Three filled-in planning examples

All three use the illustrative five-point scale above. Dates and levels are placeholders to replace during your own planning discussion.

These fictional examples are not customer results, approved grant projects or recommended performance benchmarks.