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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
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Copyright © 2011 Pario Innovations Ltd http://www.pario-innovations.com
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.
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Copyright © 2011 Pario Innovations Ltd http://www.pario-innovations.com
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
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Copyright © 2011 Pario Innovations Ltd http://www.pario-innovations.com
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:
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Copyright © 2011 Pario Innovations Ltd http://www.pario-innovations.com
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?
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Copyright © 2011 Pario Innovations Ltd http://www.pario-innovations.com
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!
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Copyright © 2011 Pario Innovations Ltd http://www.pario-innovations.com
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.
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Copyright © 2011 Pario Innovations Ltd http://www.pario-innovations.com
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.
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Copyright © 2011 Pario Innovations Ltd http://www.pario-innovations.com
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).
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Copyright © 2011 Pario Innovations Ltd http://www.pario-innovations.com
Pario Role Profile
Role Requirement: Innovative Response
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 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.
Select the number that best describes the behaviour required in this role
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Copyright © 2011 Pario Innovations Ltd http://www.pario-innovations.com
Pario Role Profile
Role Requirement: Accuracy of Working
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 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.
Select the number that best describes the behaviour required in this role
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Copyright © 2011 Pario Innovations Ltd http://www.pario-innovations.com
Pario Role Profile
Role Requirement: Personal Organisation
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 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.
Select the number that best describes the behaviour required in this role
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Copyright © 2011 Pario Innovations Ltd http://www.pario-innovations.com
Pario Role Profile
Role Requirement: Creative Focus
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 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.
Select the number that best describes the behaviour required in this role
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Copyright © 2011 Pario Innovations Ltd http://www.pario-innovations.com
Pario Role Profile
Role Requirement: Developing Opportunities
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 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.
Select the number that best describes the behaviour required in this role
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Copyright © 2011 Pario Innovations Ltd http://www.pario-innovations.com
Pario Role Profile
Role Requirement: Organisational Awareness
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 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.
Select the number that best describes the behaviour required in this role
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Copyright © 2011 Pario Innovations Ltd http://www.pario-innovations.com
Pario Role Profile
Role Requirement: Pressure Index
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 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.
Select the number that best describes the behaviour required in this role
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Copyright © 2011 Pario Innovations Ltd http://www.pario-innovations.com
Pario Role Profile
Role Requirement: Leadership Focus
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 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.
Select the number that best describes the behaviour required in this role
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Copyright © 2011 Pario Innovations Ltd http://www.pario-innovations.com
Pario Role Profile
Role Requirement: Establishing Direction
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 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.
Select the number that best describes the behaviour required in this role
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Copyright © 2011 Pario Innovations Ltd http://www.pario-innovations.com
Pario Role Profile
Role Requirement: Personal Reserve
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 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.
Select the number that best describes the behaviour required in this role
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Copyright © 2011 Pario Innovations Ltd http://www.pario-innovations.com
Pario Role Profile
Role Requirement: Personal Contact
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 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.
Select the number that best describes the behaviour required in this role
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Copyright © 2011 Pario Innovations Ltd http://www.pario-innovations.com
Pario Role Profile
Role Requirement: Gaining Attention
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 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).
Select the number that best describes the behaviour required in this role
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Copyright © 2011 Pario Innovations Ltd http://www.pario-innovations.com
Pario Role Profile
Role Requirement: Gaining Approval
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 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).
Select the number that best describes the behaviour required in this role
23
Copyright © 2011 Pario Innovations Ltd http://www.pario-innovations.com
Pario Role Profile
Role Requirement: Team Involvement
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 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.
Select the number that best describes the behaviour required in this role
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Copyright © 2011 Pario Innovations Ltd http://www.pario-innovations.com
Pario Role Profile
Role Requirement: Team Influence
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 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.
Select the number that best describes the behaviour required in this role
25
Copyright © 2011 Pario Innovations Ltd http://www.pario-innovations.com
Pario Role Profile
Role Requirement: Speed of Response
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 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).
Select the number that best describes the behaviour required in this role
26
Copyright © 2011 Pario Innovations Ltd http://www.pario-innovations.com
Pario Role Profile
Role Requirement: Seeking Direction
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 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).
Select the number that best describes the behaviour required in this role
27
Copyright © 2011 Pario Innovations Ltd http://www.pario-innovations.com
Pario Role Profile
Role Requirement: Decision Confidence
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 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.
Select the number that best describes the behaviour required in this role
28
Copyright © 2011 Pario Innovations Ltd http://www.pario-innovations.com
Pario Role Profile
Role Requirement: Striving for Success
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 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.
Select the number that best describes the behaviour required in this role
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Pario Role Profile
Role Requirement: Task Commitment
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 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.
Select the number that best describes the behaviour required in this role
30
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Pario Role Profile
Role Requirement: Task Completion
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 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.
Select the number that best describes the behaviour required in this role
31
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Pario Role Profile
Role Requirement: Confronting Issues
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 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).
Select the number that best describes the behaviour required in this role
32
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Pario Role Profile
Role Requirement: Objectivity & Values
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 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.
Select the number that best describes the behaviour required in this role
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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,
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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
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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