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Job Description & Competency Framework Toolkit

Structura Tech Ops™

(9 reviews)
Title

Build role clarity that scales — from hiring to performance.

The Job Description & Competency Framework Toolkit gives Alberta-based SMBs a structured, practical system for defining roles, expectations, and capability standards across teams. Designed for growing organizations without formal HR infrastructure, this toolkit helps eliminate role confusion, misaligned titles, and subjective performance decisions.

Whether you’re hiring, restructuring, or preparing for growth, this framework allows you to standardize job descriptions, map technical and behavioral competencies, and align roles directly to business outcomes — not assumptions.

Built for real-world operations teams, this toolkit supports consistent hiring, fair evaluation, and clearer internal progression.

Role Clarity & Alignment

Clear job scopes, responsibilities, and expectations tied to outcomes

Competency-Based Structure

Standardized technical, behavioral, and leadership criteria

Scalable for Growth

Reusable across departments and hiring cycles

Access via Strategic Clarity Diagnostic

Available following a Strategic Clarity Diagnostic to confirm role scope, organizational structure, and competency requirements across teams.

What's Included

✔️ Job Description Template (Word / Google Docs)
Structured prompts for role summary, responsibilities, KPIs, reporting lines, and scope clarity.

 

✔️ Competency Mapping Framework (Excel / Sheets)
Technical, behavioral, and leadership competency categories with defined proficiency levels.

 

✔️ Internal Leveling Reference Sheet (PDF)
Clear role tiers from junior to executive with suggested criteria for progression.

 

✔️ Job Description Examples (PDF)
Adaptable examples for operations, technical, and cross-functional roles.

 

✔️ README + Usage Guidance
Step-by-step instructions for implementation and customization.

Best For

  • Small and mid-sized businesses formalizing roles
  • Operations and People Ops leaders
  • Founders hiring first or second-stage teams
  • Organizations preparing for structured performance reviews
  • Teams operating without a dedicated HR department

Client Wins | Outcomes

  • Eliminated inconsistent job titles across departments
  • Reduced hiring rework caused by unclear role expectations
  • Improved performance review consistency and fairness
  • Enabled internal mobility using standardized role criteria
  • Supported cleaner org design during growth phases

How This Works

  1. Define role purpose, scope, and outcomes using the job description template
  2. Map required competencies across technical, behavioral, and leadership areas
  3. Assign proficiency levels aligned to role expectations
  4. Apply competency standards consistently across hiring and evaluation
  5. Reuse and refine the framework as teams scale

Result: clearer roles, stronger hiring decisions, and measurable performance standards.

1,200

Professionals served since 2023

95%

Satisfied clients 

82%

Faster Job Search

50+

Hiring Managers Served

why this toolkit works

Separates Role from Title

Focuses on responsibilities and outcomes — not inflated or legacy titles.

Makes Expectations Explicit

Competencies are clearly defined, reducing subjectivity.

Built for Non-HR Teams

Usable by operations leaders without complex HR systems.

Scales Without Rework

Framework grows with your organization instead of being rebuilt.

Most Requested

Customer Reviews

 FAQ

How long does implementation typically take?

Most teams:

  • Draft or clean up priority roles in 1–2 weeks
  • Roll out competency standards over one quarter

It’s modular — you don’t need to implement everything at once.

How is this different from a standard job description template?

This toolkit does not stop at writing job descriptions.

It links role scope → responsibilities → competencies → proficiency levels, so expectations are measurable and consistent. Most job descriptions describe tasks; this framework defines what good actually looks like in the role.

Can this help fix role confusion between departments?

Yes. That is one of its primary use cases.

By defining competencies at the role level (not team-specific language), this toolkit exposes overlap, gaps, and inflated titles — especially common between operations, project, and support functions.

Is this only for hiring, or can it be used internally?

It is designed for both.

Teams use this toolkit to:

  • Clean up legacy roles
  • Standardize performance expectations
  • Prepare for restructuring or growth
  • Support internal promotions with objective criteria

Hiring is just one entry point.

What if we already have job descriptions — is this redundant?

No. In most cases, existing job descriptions are:

  • Task-heavy
  • Inconsistent in depth
  • Not tied to competencies or proficiency levels

This toolkit rebuilds job descriptions so they can actually support hiring, development, and performance conversations.

How detailed are the competency levels?

Each competency includes clear proficiency definitions, not vague labels.

This prevents common issues like:

  • Everyone being rated “advanced”
  • Performance reviews becoming subjective
  • Promotions based on tenure instead of readiness

Can this be used across different role types (technical vs non-technical)?

Yes.

The framework separates:

  • Technical competencies
  • Behavioral competencies
  • Leadership competencies

This allows consistent structure while still respecting role-specific requirements.

Is this customizable for our industry or org structure?

Yes. All templates are editable.

You can:

  • Rename competency categories
  • Adjust proficiency language
  • Align KPIs to your operating model

Nothing is locked or prescriptive.

How is this template priced?

This is a premium template delivered through a customized engagement. Pricing is determined based on scope, customization requirements, and intended use. A Fit Call or Strategic Clarity Diagnostic is used to confirm alignment before access.

What happens after I click “Access via Strategic Clarity Diagnostic”?


You’ll complete a short intake and book a Strategic Clarity Diagnostic to confirm fit and implementation scope.

Where can I find more information or support details?

Visit the main Structura FAQ page for full support and process details.