pario role profiling · work roles vary in the type of analysis and problem solving which is...

1

Copyright © 2011 Pario Innovations Ltd http://www.pario-innovations.com

Pario Role Profiling

Identifying Role Requirements and the Personal Competencies

associated with more effective performance

Organizations can register with Pario Innovations for access to the online Role Profiling system.

email [email protected]

http://www.pario-innovations.com



2


Pario Role Profiling System When reviewing role requirements, there are a number of points to consider. These include:

Use or management of systems and processes and required to deliver the product or service.

(Note: effective processes involve a series of tasks/activities that add value).

Analysis, Planning and Monitoring of Activities (and effective use of resources)

Managing People: Developing Capability & Influencing Others

Delivery of Results (supported by effective reporting and decision making)

Assess the Primary Focus of the Role and the relative importance of key areas: Market Focus - Delivery of Product / Service to External Customers / Clients Internal Systems - Effective use / management / implementation of processes Managing People - Working through others to achieve results The following pages will enable you to record: Role Name: Role Purpose / Key Objectives & Outcomes Role Relationships (all relevant contact groups) Key Issues or Actions

Immediate Manager Peers / Colleagues (inside team) Peers / Colleagues (outside team) Direct Reports / Junior Staff

Work Associates Clients / Customers Stakeholders Most Significant Challenges (or most demanding situations) Primary Activities (and estimated % of time) Discretionary Activities (responding to new challenges / building relationships) Culture and Context (what are the principles that support our approach?) Personal Attributes and Competencies: List the minimum Knowledge, Skills, Abilities & Other (KSAO) required in the Role. If specific KSAOs are important to Superior Performance, the reasons must be clearly stated.


3


Completing a Role Profile 1. Role Name 2. Role Objectives: What does the role deliver? 3. Describe the main activities and prime objectives. 4. Describe the main tasks & accountabilities linked to activities, including responsibility for people, budgets, and work scheduling. 4. Describe the key challenges relating to the role, including discretionary activities that would only be associated with high performance. (See more on this on the following page). 5. What added value does the role create? Following on from Point 4, what is the potential of the role, if occupied by a high performer? How is added value achieved? 6. Review work relationships and draw a chart (perhaps on the following page) to show how this job links to other roles, above, below, at the same level, and elsewhere inside (and outside) the organisation


4


7. Identify the interdependencies linked to this role. What type of contact, communication, and co-operation, contributes to high performance? 8. Use the role profiling framework in the following section, to identify critical aspects of behaviour. Are there specific attributes that contribute to high performance? Additional Notes:


5


Identifying the ‘Critical Success Factors’ High performance in professional and managerial roles is often linked to personal discretion, in terms of how tasks are prioritised, the activities which receive the most attention, and the approach used when dealing with different people and situations. Personality differences, previous experience, role models, and training, all mean that no two people approach a job in quite the same way. Differences in style are to be expected, but it is generally recognised that some patterns of behaviour are more effective than others. This is most apparent when we look at challenging or difficult situations, where the choices or options available may not be clear cut. The way the job-holder interprets and responds to these situations has a significant effect on the quality of the outcomes achieved. Reviewing these differences is a central principle of structured, objective assessment and ‘behavioural event’ interviewing. The focus is therefore on the ‘Critical Success Factors’ that contribute to high performance. At the same time, it is also possible to identify dysfunctional behaviour that undermines effectiveness. These weaknesses may result from personal perceptions that hinder problem solving, behaviour that is detrimental to gaining the involvement and commitment of other people, or lack of personal drive or ‘focus’ in pursuit of objectives. Opportunities for personal initiative/discretionary activities?


6


Understanding the ‘Core Capabilities’ Although many organisations place considerable emphasis on defining the specific competencies required in a particular role, most models will include the following. Analysis: Problem Solving / Planning / Monitoring / Setting Direction Working with Others: Influencing People / Leadership / Teamwork / Managing Change Achieving Results: Perseverance / Decision Making / Quality Focus The Pario model focuses on these three broad categories and uses the headings shown below. Eight dimensions are assessed in each cluster. The Pario dimensions can be linked to different roles and a wide range of competency frameworks. Analysis, Planning & Problem Solving “Head” Working with People: Leading, Influencing & Networking “Heart” Delivering Results: Achieving High Performance “Hands” The focus is on identifying the main objectives and challenges of the role and then defining the behaviour and approach that contribute to high performance!


7


Pario Role Profiling The Pario Role Profile identifies specific work requirements, based on 24 dimensions, and uses a 0-10 rating scale. This is linked to clear descriptions of the behaviour and approach contributing to effective performance. The role profile can add focus to selection interviews and development programmes, highlighting important features, which can also be directly linked to the individual Pario profiles of job-holders or applicants.

Approach to Problems Broad Based Thinking

Innovative Response

Accuracy of Working

Personal Organisation

Creative Focus

Developing Opportunities

Organisational Awareness

Pressure Index

Approach to People Leadership Focus

Establishing Direction

Personal Reserve

Personal Contact

Gaining Attention

Gaining Approval

Team Involvement

Team Influence

Approach to Tasks Speed of Response

Seeking Direction

Decision Confidence

Striving for Success

Task Commitment

Task Completion

Confronting Issues

Personal Values

When completing the role profile it can be useful to consider the links between dimensions. We might ask, for example, whether it is reasonable to achieve a very high score on Broad Based Thinking and a very high score on Speed of Response.

Work roles vary in the type of analysis and problem solving which is required. Pario assesses a number of factors, including organisational awareness and development of opportunities.

Interpersonal skills are critical in many management and professional roles. Pario reviews a number of dimensions that will have an impact on team effectiveness and leadership.

Problem analysis and interpersonal skills are usually supported by a clear focus on Achieving Results. Pario assesses several factors that influence professional objectivity & achievement.


8


Pario Professional

Role Profiling

In the following section, identify the appropriate description for each dimension

Start by looking at the mid-range (Level 3) description.


9


Pario Role Profile

Role Requirement: Broad Based Thinking

Attributes associated with each level

Transfer the selected rating to the Summary Table on page 33 - 34

10 9 8 7 6 5 4 3 2 1 0

The role requires a strong focus on conceptual and

theoretical issues. The job holder places high emphasis

on assessing the wider, longer-term implications of

actions and adopts a more strategic perspective.

Select the number that best describes the behaviour required in this role

A fairly high emphasis is placed on assessing the wider

consequences and implications of action. It will involve

the job-holder in discussing issues, reviewing longer-

term considerations, and consulting with others.

The role requires some reflection / consultation and the

job-holder will consider how his / her actions or

decisions are likely to affect others.

The job holder will draw on practical experience and focus on

more immediate / short-term issues or problems. There is

less requirement to reflect on wider issues, but he/she may

consult with others on key points.

The role requires a strong focus on the immediate task and

the job-holder uses agreed steps or procedures when dealing

with problems. (He/She has a practical, „concrete‟ approach

and is not required to reflect on wider issues).


10


Pario Role Profile

Role Requirement: Innovative Response



10 9 8 7 6 5 4 3 2 1 0

The role requires significant questioning of current methods

and procedures and the job-holder will be strongly „change

orientated‟. He/She will be motivated by projects or

assignments that are radical and/or “break new ground”.

The job-holder is required to be very receptive to new ideas

and explore possibilities. He/She will question existing

assumptions and look at things from a fresh perspective, but

may also challenge existing ideas and assumptions.

The role requires the job-holder to be fairly open to new

approaches and on occasions question existing methods.

He/She will be responsive to change and willing to listen to

other people‟s ideas and suggestions.

The role requires a somewhat cautious approach to new

methods and the job-holder will be wary of change unless the

rationale is clear and proposals are supported by evidence of

benefits.

The job-holder will be very wary of new approaches and want

any change to be based on solid facts and developed from

existing procedures. He/She may be resistant to new ideas.



11


Pario Role Profile

Role Requirement: Accuracy of Working



10 9 8 7 6 5 4 3 2 1 0

The role requires very precise, accurate working and the

job-holder will be anxious to avoid mistakes (and

reluctant to engage in any form of risk taking). The role

has a very significant 'technical' or 'specialist' focus.

The role requires strong attention to precise, accurate

working, possibly coupled with a more structured, systematic

style of working. The job-holder will seek to avoid risk and

uncertainty.

The job-holder is directly involved in precise, accurate work,

with close attention to detail. There is less requirement to

focus on the „wider issues‟, delegate tasks, or take risks.

The role requires some personal attention to detail and

the ability to check systems / processes and monitor

that things are correct. The job-holder is moderately

accepting of risk and uncertainty.

The role involves an element of risk/uncertainty and may

require „multi-tasking‟ (and/or a more wide-ranging or

„strategic‟ perspective), The job-holder does not need to

be closely involved in checking routine detail.



12


Pario Role Profile

Role Requirement: Personal Organisation



10 9 8 7 6 5 4 3 2 1 0

The role requires a very systematic, methodical approach, with

a high level of structure and personal organisation. The job

holder will emphasise planning and control of work activities,

but is not required to be flexible or adapt.

The role requires a methodical approach and has less

requirement for flexibility / adaptability. High emphasis is

placed on planning and organisation (and this may involve the

job-holder working to clearly defined objectives).

A fairly structured and organised approach is required, with

attention to procedure / planning, and a clear focus on

specific objectives. Some flexibility may be needed to deal

with unexpected events.

The role requires some attention to systems/procedures and

organisation, but this is coupled with a need for flexibility

and responsiveness to changing requirements. The job-holder

is able to adapt and consider alternative options.

The role requires a high level of flexibility and the job-

holder is able to adapt to changing conditions, with less

emphasis on structured forward planning. This may be linked

to „multi-tasking‟ or a fast-paced, unpredictable environment.



13


Pario Role Profile

Role Requirement: Creative Focus



10 9 8 7 6 5 4 3 2 1 0

The role requires a very high emphasis on developing

innovative solutions and exploring issues with other people.

This may be linked to a strong focus on conceptual /

strategic requirements or learning / development functions.

The role requires a strong emphasis to be placed on

innovation and development of new ideas. The job-holder will

explore issues, question assumptions and explore possibilities

with others.

Practical experience and use of “tried and tested” solutions

is evident, but the role also requires the job-holder to

discuss new approaches and getting new projects operational.

The role requires the job-holder to work on the basis of

practical experience and follow existing procedures. There is

a relatively low requirement to develop new ideas or explore

new methods.

The role requires the job-holder to follow existing, well-

defined procedures. There is no requirement to develop new

ideas or seek more-effective solutions to problems.



14


Pario Role Profile

Role Requirement: Developing Opportunities



10 9 8 7 6 5 4 3 2 1 0

The role requires a high level of personal energy and

drive to turn ideas into action. The job-holder is

expected to take risks and push hard to get results, and

should be willing to act independently of others.

There is a strong role requirement to “make things happen”.

This will involve the job-holder displaying personal

commitment, and the ability to find the resources to get new

projects operational and „up and running‟.

The role requires some experience of developing projects,

and also personal initiative and commitment to action. The

job-holder is able to demonstrate a degree of drive /

enthusiasm in getting new projects operational.

There is a fairly low need for the job-holder to find the

resources (or show the personal drive) to get new projects or

assignments operational. However, the role may offer

opportunities to develop experience in this area.

The role does not require personal energy or drive to support

development of new projects or assignments. The job-holder

is not required to display personal initiative or demonstrate

commitment towards new activities.



15


Pario Role Profile

Role Requirement: Organisational Awareness



10 9 8 7 6 5 4 3 2 1 0

The role requires a very high level of networking and

awareness of how others will react to new proposals.

There is little need for the job-holder to make a

personal commitment to action or show drive / initiative.

The role requires high awareness of how others will react

and reflects a very „political‟ or complex work environment. A

cautious style is required, with less emphasis on personal

drive to directly achieve results.

The job-holder will be required to assess other people‟s

views and give some thought as to how best „position‟ issues.

At the same time, the role will involve a degree of personal

drive and commitment to help achieve meaningful results.

There is a relatively low need for political awareness or

networking in order to assess the views of others. The job-

holder is required to focus on the achievement of specific

objectives, possibly backed by discussion with colleagues.

The role does not require networking or consultation with

others, except in the specific context or problem analysis or

discussion of how best to resolve issues and achieve results.

The focus is on short-term, more immediate tasks or goals.



16


Pario Role Profile

Role Requirement: Pressure Index



10 9 8 7 6 5 4 3 2 1 0

The role requires an extremely high degree of order and

predictability. There are very clear boundaries in terms of

what is acceptable, with high guidance / direction (and risk

avoidance). Adaptability (of any sort) is not required.

The role requires high compliance with set rules or principles

and may also feature a high level of supervision and clearly

defined ways of working. The focus is on standards and/or

procedures that must be maintained with no uncertainty.

The role places a strong emphasis on set procedures and a

well-ordered approach. The job-holder is likely to expect

others to comply with these standards. There is relatively

little tolerance of ambiguity or uncertainty.

The role places some emphasis on following set procedures

and completing tasks according to clearly defined standards,

but this is also coupled with a need for flexibility in dealing

with unusual or unexpected events.

The role requires a tolerance of uncertainty and ambiguity.

Role requirements may not always be clearly defined. The job

holder must be able to adapt to different people and

situations without experiencing undue pressure.



17


Pario Role Profile

Role Requirement: Leadership Focus



10 9 8 7 6 5 4 3 2 1 0

The role requires the job-holder to demonstrate a very high

profile, confident and directive leadership style. (This is

more often associated with a senior level role and wide-

ranging management responsibility).

The role requires the job holder to take the initiative in

setting out objectives, clarifying priorities and giving direction

to others. (This may be associated with an operational /

management role or team-leading responsibility).

The role places some emphasis on setting direction for

others but does not require a particularly “high profile” style

of leadership. The job-holder may need to clarify issues or

provide technical support to others when required.

There is little need to set direction for direct reports or

colleagues. The job holder focuses mainly on his / her area of

responsibility, but will sometimes be required to set

objectives or clarify issues for other people.

The role requires a non-directive style with minimum

guidance or direction to other people. The job holder focuses

largely on his / her own objectives. He / she is not required

to clarify key steps for others.



18


Pario Role Profile

Role Requirement: Establishing Direction



10 9 8 7 6 5 4 3 2 1 0

The role requires the job-holder to display a very level of

personal control and responsibility for delivery of objectives.

He / she must give strong direction to others, (often backed

by Leadership skills), and seek to influence and persuade.

The role requires the job-holder to have a clear focus on

objectives. He / she will display the personal drive and

energy required to take charge of situations and overcome

resistance. (Leadership Focus may also be required).

The job-holder must be willing to take control of situations

when required, and use his / her knowledge and experience to

give guidance to others. There is somewhat less need to

actively influence or direct other people.

The role requires a relatively low of personal responsibility in

terms of taking control of people or situations. The job-

holder is rarely required to give firm direction or positively

influence other people

The role has very little requirement for the job-holder to

influence others or take personal responsibility for “setting

direction”. He / she is able to look to other for guidance on

what is required.



19


Pario Role Profile

Role Requirement: Personal Reserve



10 9 8 7 6 5 4 3 2 1 0

The role requires an exceptionally high level of emotional

control and the job-holder will remain calm in the most

difficult of situations. He / she will maintain professional

distance and has little need to engage with others.

The role requires a professional and business-like approach

and the job-holder will rarely over-react. He /she will not

display personal feelings and may be required to appear

dispassionate when dealing with situations.

The job-holder will generally appear professionally objective

and can deal with difficult situations in a calm and measured

way. His / her responses are controlled and not directly

influenced by other people‟s behaviour.

A degree of openness is required in the role and it expected

that the job-holder will express his / her feelings and

emotional reaction in some situations. This may also bring

issues into the open and help him / her to relate to others.

An open and expressive style of working is required and the

job-holder will often show his / her feelings or concerns.

The role is characterised by open communication and there is

a fairly low requirement for personal reserve.



20


Pario Role Profile

Role Requirement: Personal Contact



10 9 8 7 6 5 4 3 2 1 0

The role places very high emphasis on maintaining friendship

and close relationships with others. The very high emphasis

on affiliation suggests less need for more objective,

„detached‟ professional objectivity.

The role places a strong emphasis on developing close

working relationships and rapport with others. It is expected

that the job-holder will want to socialise and be well-liked by

work associates and / or clients.

The role requires someone who will value affiliation and

personal contact with other people. The job holder will have a

sense of commitment towards others and seek to discuss

issues with them.

The job-holder will place some emphasis on maintaining

contact and rapport with others, but this will be balanced

with a clear focus on role requirements and the objectives

that need to be achieved.

There is little requirement for the job-holder to develop

personal relationships, create rapport with other people, or

spend time considering other people‟s feelings. There is a low

need for empathy.



21


Pario Role Profile

Role Requirement: Gaining Attention



10 9 8 7 6 5 4 3 2 1 0

The role requires the job-holder to adopt a very high-profile

and „visible‟ presence. He / she will be the focus of attention

(e.g. a „performer‟ or „presenter‟) and must be strongly

motivated by personal acclaim & recognition from others.

The job-holder must achieve a significant impact in terms of

presenting information and gaining people‟s interest and

attention. There is less requirement for wider management

skills or involvement in team leading activities.

The role requires the job-holder to make a personal impact

and gain the attention of others. He / she must be an

effective communicator and able to present ideas or

suggestions persuasively.

The role requires the ability to present information

effectively and gain people‟s interest and attention. The

job-holder should balance personal input / recognition

with awareness of other people‟s contribution.

The role does not require the job-holder to adopt a high

profile or “sell” ideas to others. This may be a support role,

perhaps within a team. (There may also be limited recognition

or feedback from others).



22


Pario Role Profile

Role Requirement: Gaining Approval



10 9 8 7 6 5 4 3 2 1 0

The role requires the job-holder to be totally focused on the

needs and expectations of others and fully responsive to

their suggestions. A high level of loyalty and dedication will

be expected, with less emphasis on independent action.

The job-holder must be strongly focused on responding

positively to other people‟s expectation and meeting their

requirements. A significant degree of loyalty and personal

commitment is expected, but less personal initiative.

The role requires fairly high emphasis on being aware (and

responding positively) to other people‟s expectations of

goals/objectives. Personal initiative is required when dealing

with more familiar/routine issues.

A degree of independence and initiative is required in the

role. The job-holder should be aware of key objectives

and moderately responsive to the views and expectations

of others, especially more senior, experienced colleagues.

The role requires an experienced person who takes an

independent view of what is required and has little concern

about meeting the expectations of others. (The job-holder is

not required to appear responsive or defer to other people).



23


Pario Role Profile

Role Requirement: Team Involvement



10 9 8 7 6 5 4 3 2 1 0

The role requires very high involvement in team work and

interaction with others. There is less need for measured

leadership or a more independent or professionally objective

(detached) style of working.

The role requires high team involvement / discussion of

issues (and responsiveness to other people‟s ideas). There

may be less need to ensure that Team Involvement is

balanced against other role requirements.

The role involves working with others to overcome problems

or gain input to decisions. Team involvement is required to

deal with various activities. The job-holder is expected to

give some support or advice to others.

The role requires a relatively low level of involvement with

other people. Team interaction is linked to specific work

activities (or discussion of issues relevant to a particular

task). This may link to a more independent or specialist role.

The role requires the job-holder to work independently of

other people and there is a very little need for Team

Involvement. There may be some requirement to offer

advice, or provide technical / professional support.



24


Pario Role Profile

Role Requirement: Team Influence



10 9 8 7 6 5 4 3 2 1 0

The role requires a very high level of personal confidence when

dealing with others and a positive, high-profile approach in

meetings. The job-holder will make a strong contribution and

seek to direct others or „shape the agenda‟.

The role requires confidence when presenting proposals and

contributing in meetings. The job-holder is able to direct

discussion and clarify issues (and adapt his / her approach in

order to influence others).

The role requires the job-holder to present ideas and clarify

key points, making a moderate contribution in meetings. He /

she should appear fairly confident, but also responsive to

other people‟s ideas/suggestions.

The role requires the job-holder to contribute in meetings

and discuss issues with others. However, there is less need

to be „high profile‟, or to adopt different approaches to

increase personal impact or strongly influence others.

The role has little requirement to influence others or be

assertive in meetings. The role may require the job-holder

to provide advice or support to others, but there is little

need for assertiveness or wider influencing skills.



25


Pario Role Profile

Role Requirement: Speed of Response



10 9 8 7 6 5 4 3 2 1 0

The role requires an extremely high speed of response and

the job-holder will deal with situations quickly and

efficiently. He / she must demonstrate urgency and

impatience, responding positively to pressure.

The role requires a strong focus on taking immediate action,

dealing quickly with events and feeling impatience with delay.

There is probably less requirement for measured, reflective

thinking.

The role requires a high level of interaction with others

and/or the ability to „multi-task‟ or manage various activities.

The job-holder must increase pace when necessary and

respond positively to pressure and deadlines.

The role requires a positive response to unexpected

demands or deadlines, but the job-holder is able to control

their work and pace of working, (usually with time to assess

options before responding).

The role requires a measured, reflective approach, which may

be coupled with in-depth analysis of wider issues. The job-

holder is not required to respond to tight deadlines. (There

is little need for haste or urgency).



26


Pario Role Profile

Role Requirement: Seeking Direction



10 9 8 7 6 5 4 3 2 1 0

The role requires the job-holder to follow set procedures

and check with others that everything is correct. He / she

will receive constant feedback and monitoring and not

demonstrate any personal initiative.

The role requires a very cautious and structured approach,

with close monitoring and review of performance, possibly on

a daily basis. The job-holder is expected to request regular

feedback and review.

The job-holder will display a fairly high requirement for

feedback and monitoring and this may be linked to the

complexity of the task. The person in this role has less

experience or confidence in handling this type of work.

The role requires the person to operate fairly

independently and have a clear view of their objectives

and how best to approach activities. There is a degree of

„ongoing feedback‟ and/or review of performance.

The role requires an experienced and self-confident

individual who has a clear understanding of goals. The job-

holder will have a fairly low need for supervision and

feedback (and have a „self-directed‟ approach).



27


Pario Role Profile

Role Requirement: Decision Confidence



10 9 8 7 6 5 4 3 2 1 0

The role requires a very high level of decision-making confidence

and prompt action. There is less need for consultation,

organisational awareness, or review of wider issues relating to

more complex problems.

The role requires confidence and conviction to identify key issues

linked to a problem and decide the best course of action. The job-

holder will respond quickly, taking positive action to resolve

challenging situations.

The role requires a moderate level of personal confidence

and a willingness to resolve difficult issues. This may involve

dealing with difficult or poorly defined issues that require

careful review and discussion.

The role rarely involves challenging decision-making situations

or uncertain outcomes that require a high level of personal

confidence. A degree of caution and a more measured

response is appropriate.

The role has little requirement to solve difficult problems or

decide on the best course of action. Role Activities may

focus around administrative or technical and support

functions.



28


Pario Role Profile

Role Requirement: Striving for Success



10 9 8 7 6 5 4 3 2 1 0

The role requires a very strong focus on achievement backed

by high drive and personal ambition. (There is probably less

need for team leadership or developing capabilities in

others).

The role requires a strong commitment to achieving high

standards and setting an example to others. The job-holder

shows conviction about what needs to be achieved, and the

drive to make things happen.

The role requires some attention to setting an example and

clarifying performance standards. This may be linked to team

leading or management responsibility, helping others achieve

effective solutions to problems.

The role does not require the job-holder to set high

standards or act as role model for others. There may be some

need to set targets and objectives, but these will centre on

activities that are already clearly defined.

The role requires the job-holder to complete specified tasks

defined by the supervisor or manager. There is no

requirement to set standards or provide an example to

others.



29


Pario Role Profile

Role Requirement: Task Commitment



10 9 8 7 6 5 4 3 2 1 0

The role requires a very high level of personal commitment

and motivation to overcome problems. The job-holder leads

by example, demonstrating dedication and perseverance.

The role requires significant time, energy and commitment to

overcoming problems. The job-holder sets a clear example to

others and demonstrates what can be achieved.

The job-holder commits time and effort to overcome

obstacles and set an example. There is also a requirement to

involve others (e.g. colleagues or team members).

The role does not require significant time, energy or

perseverance. There is less need for the job-holder to

display personal drive and commitment, and possibly more

focus on facilitation.

The role involves specific tasks that require a clearly defined

response. There is very little requirement for the job-holder

to show drive, energy or commitment, or to set an example to

others.



30


Pario Role Profile

Role Requirement: Task Completion



10 9 8 7 6 5 4 3 2 1 0

The role requires a very high level of direct involvement in

completing tasks and total focus on specific activities. The

job holder works on these without any distraction. There is

no scope for deviation from the core activity.

The role requires a high level of personal involvement in the

main task or activity and the job-holder will rarely become

involved in other activities. The role does not require delegation

or involvement of others.

The job-holder is closely involved in completing one

assignment before moving on to the next. There may also be

some requirement for team working and involvement of other

people.

The role requires team-working and the job-holder will

delegate responsibilities to others. At the same time, he /

she will maintain some personal involvement in tasks and

monitor activities.

The role covers a range of activities and the job-holder is

required to delegate and involve others e.g. experienced staff or

direct reports. There is little requirement for close involvement

in completing specific tasks.



31


Pario Role Profile

Role Requirement: Confronting Issues



10 9 8 7 6 5 4 3 2 1 0

The role requires a very high level of assertiveness to confront

issues and take a firm stand on key issues. The job holder will

emphasise principles / standards and appear confrontational

and/or inflexible.

The role involves taking a strong stand on key issues and

dealing with any deviation from agreed standards or

procedures. The job-holder is required to be fairly assertive,

possibly confrontational, in his/her response.

The job-holder will maintain a clear focus on professional

standards and bring problems “into the open”. The role may

also require the job-holder to give a clear lead on standards

or agreed procedures.

The role requires consultation and discussion with others,

with some attention to dealing with problems. The job-

holder is not required to confront issues or take a strong

stand on key points.

The role has very little requirement for the job-holder to

confront problems or deal directly with issues. There is more

emphasis on adopting a consultative, team-centred approach

(and / or letting others decide).



32


Pario Role Profile

Role Requirement: Objectivity & Values



10 9 8 7 6 5 4 3 2 1 0

The role is within a strongly defined work culture requiring a

very high level of conformity. There is little room for

alternative views. The job-holder is not required to display

initiative or take independent action.

The role involves high consensus and agreement, working with

a group of people that share similar beliefs. There is less

requirement for wider leadership or interaction with people

who have different views.

The role requires close identification with certain values or

objectives. The job-holder will be part of a work-group with

a strong ethos and set of shared principles that define how

things are done.

The role requires the job-holder to be aware of shared

values and have some regard for people‟s concerns. He /

she does not expect everyone to share the same views or

opinion.

The role involves achieving results despite differences in

people‟s values or beliefs. The job-holder will seek to influence

other people, or make decisions, with little expectation that

they share the same views or opinions.



33


Pario Professional Summary Completing the Role Profile

Summary: Completing the Role Profile Record the ratings from the previous section on the profile chart. Mark the appropriate score (“x”) alongside each dimension. It is recommended that when comparing the role profile with individual profiles, based on the Pario questionnaire, that these are viewed within a relevant range of “+ / –“ one point on each dimension, so an individual score of 5 equals the range 4 - 6. The main requirements in this role are:

Approach to Problems 0 1 2 3 4 5 6 7 8 9 10

Broad-Based Thinking: Considers the consequences of action and reflects on the wider issues

Innovative Response: Adopts an independent and forward-looking approach

Accuracy of Working: Is personally involved in precise, accurate working

Personal Organisation: Maintains a more structured and systematic approach

Creative Focus: Focuses on develop ideas, consulting with others

Developing Opportunities: Seeks to get new ideas and initiatives off the ground

Organisational Awareness: Anticipates how others will react, or how best to handle issues

Pressure Index: Emphasises accuracy; follows established methods,


34


Approach to People 0 1 2 3 4 5 6 7 8 9 10

Leadership Focus: Sets priorities and defines requirements

Establishing Direction: Takes control of situations, asserts his/her own views

Personal Reserve: Maintains emotional control and remains calm and controlled

Personal Contact: Seeks close friendships, personal rapport, and social support

Gaining Attention: Makes a personal impact and obtains recognition from others.

Gaining Approval: Is responsive to the standards, goals or expectations of others

Team Involvement: Emphasises interaction with others, usually linked to consultation

Team Influence: Makes a direct contribution in meetings and influences the team

Approach to Tasks 0 1 2 3 4 5 6 7 8 9 10

Speed of Response: Demonstrates time urgency and emphasises a speedy response

Seeking Direction: Obtains guidance / direction and feedback from others.

Decision Confidence: Shows confidence when making decisions and dealing with problems

Striving for Success: Establishes his/her own high standards, and sets an example

Task Commitment: Achieves results through personal effort, and commitment

Task Completion: Is personally involved in completing one task before moving on to the next

Confronting Issues: Deals directly with issues and surfaces problems

Personal Values: Expects others to share the same attitudes or principles


35


Notes The Pario Role Profiling System is designed to increase objectivity in defining role demands and identifying the behaviour contributing to effectiveness. Information derived from the Role Profiling System or from the Profile Report on Individual Style and Motivation questionnaire and the interpretation and use made of this information is the responsibility of the user. The Pario Professional questionnaire The Pario Professional questionnaire can be used to identify the specific patterns of behaviour associated with different role groups and also highlight preferences that relate to a particular context / work culture. Previous studies have demonstrated the potential of using the questionnaire to clarify key factors affecting work adjustment and performance. Underlying scales, tailored to the client environment, show high levels of reliability and can be used to assess leadership characteristics. To discuss Pario Role Profiling email : [email protected] 2010 Validation (450 MBA Students) Scale Reliability Broad Based Thinking 0.77 Innovative Response 0.84 Accuracy of Working 0.86 Personal Organisation 0.89 Creative 0.80 Developing Opportunities 0.77 Organisational Awareness 0.68 Pressure 0.54 Leadership 0.88 Establishing Direction 0.85 Personal Reserve 0.72 Personal Contact 0.80 Gaining Attention 0.72 Gaining Approval 0.73 Team Involvement 0.78 Team Influence 0.80 Speed of Response 0.65 Seeking Direction 0.77 Decision Confidence 0.79 Striving for Success 0.76 Task Commitment 0.85 Task Completion 0.68 Confronting Issues 0.66 Personal Values 0.70


pario role profiling · work roles vary in the type of analysis and problem solving which is...

Documents