Senior Software Engineer

Engineering & Technology · Technology / Financial Services

Senior Software Engineer

Engineering & Technology · Expected Grade: C–D (Professional / Manager)

Designs, develops, and maintains complex software systems. Leads technical projects, mentors junior developers, and makes architectural decisions. Works with cross-functional teams to deliver scalable solutions. Operates with moderate autonomy within technical frameworks.

Purpose: To build and maintain high-quality software systems that drive business value through technical excellence.

Capability Factors

Input · 25% · 4 factors

A Education and Professional Qualifications
Not scored
What this factor measures

Assesses the minimum level of formal education and professional accreditation required to competently perform the role, from secondary education through to doctorate-level expertise.

Lvl 1 5
Secondary/high school education
The role requires basic literacy, numeracy and the ability to follow established procedures. No post-secondary qualification is needed to perform the work competently. Examples: general labourer, entry-level clerical assistant, delivery driver.
Lvl 2 10
Certificate / Vocational training
The role requires structured training beyond secondary school, typically 6 months to 2 years. Examples: certified technician, vocational trade certificate.
Lvl 3 20
Diploma / Advanced technical qualification
The job holder has completed advanced technical training or is partway through a recognised professional qualification, enabling more independent application of technical principles. Examples: national diploma holder, part-qualified accountant, associate-level certification.
Lvl 4 30
Higher diploma / Professional qualification
The role requires advanced technical expertise or progression towards full professional status. Individuals are expected to possess broader conceptual understanding and may supervise others or manage specialist activities. Examples include Higher Diploma, Full CPA, ACCA Part Qualification, Partial Legal or Engineering Certification.
Lvl 5 40
Bachelor's degree (Professional field)
The role requires the analytical ability, theoretical grounding and independent judgement developed through a full undergraduate degree. Examples: BSc in Engineering, BA in Business Administration, BSc in Actuarial Science.
Lvl 6 50
Bachelor's degree + Professional qualifications
In addition to a degree, the job holder holds (or is required to hold) full accreditation from a recognised professional body, allowing them to practise independently and be held to professional standards. Examples: CPA, ACCA, CFA, CIPD, PMP, or equivalent.
Lvl 7 60
Bachelor's degree (Technical/Specialist field)
The role requires a degree in a technical or specialist field where deep theoretical knowledge and professional application take extra time to complete than other fields. Examples include fields such as Engineering, Actuarial Science, Architecture, Medicine, etc.
Lvl 8 70
Master's degree
The role demands the depth of research, strategic thinking and specialised expertise typically developed at master's level, sometimes reinforced by additional specialist accreditation. Examples: MBA, MSc in Finance, Master's in Actuarial Science plus FIA/FSA designation.
Lvl 9 80
Master's degree + specialist accreditation
The role requires advanced postgraduate education combined with recognised specialist credentials or executive expertise. Roles at this level often carry significant organisational responsibility and require deep subject matter authority. Examples include MBA + CPA, MSc + FIA, MBA + CISA, Master's + Chartered Engineer.
Lvl 10 90
Doctorate / rare expertise
This is the highest level of academic or professional attainment, reflecting original research capability, recognised thought leadership, or expertise so specialised that very few practitioners hold it. Examples: PhD-qualified actuary, Chief Medical Officer with a doctorate, recognised industry authority.
B Experience and Applied Knowledge
Not scored
What this factor measures

Measures the minimum number of years of relevant work experience needed to perform the role effectively.

Lvl 1 5
Less than one (1) year
Less than one (1) year of relevant experience required.
Lvl 2 10
Up to three (3) years
Up to three (3) years of relevant experience required.
Lvl 3 20
Up to five (5) years
Up to five (5) years of relevant experience required.
Lvl 4 30
Up to seven (7) years
Up to seven (7) years of relevant experience required.
Lvl 5 40
Up to eight (8) years
Up to eight (8) years of relevant experience required.
Lvl 6 50
Up to ten (10) years
Up to ten (10) years of relevant experience required.
Lvl 7 60
Up to twelve (12) years
Up to twelve (12) years of relevant experience required.
C Familiarisation (On-the-Job Training Period)
Not scored
What this factor measures

Indicates how long a fully qualified new hire would typically need to reach full operational competence in the role.

Lvl 3 15
Up to three (3) months
The role holder needs time to absorb internal processes, build working relationships, and handle a representative range of situations unsupervised. Examples: a new claims handler learning the full range of policy types before working alone.
Lvl 4 25
Up to six (6) months
The role involves enough complexity or variety that a full business cycle (e.g. a quarter or two) is typically needed before the job holder can operate independently. Examples: a new underwriter learning to assess a full range of risk profiles.
Lvl 5 45
Up to nine (9) months
The role holder needs to experience a full annual cycle - budgeting, reporting, seasonal peaks - before being considered fully competent. Examples: a finance manager learning the organisation's complete annual close and audit cycle.
Lvl 6 60
Over one (1) year and up to eighteen months
The role is complex or senior enough that building full competence requires exposure to more than one annual cycle, plus time to build the internal relationships and organisational knowledge the role depends on. Examples: a newly appointed executive learning the organisation's full strategic and stakeholder landscape.
D Type of Knowledge
Not scored
What this factor measures

Reflects the depth and scope of specialist or professional knowledge the role demands, from basic operational know-how to enterprise-wide or international authority.

Lvl 1 10
Operational knowledge
The job holder can carry out straightforward, routine tasks using established procedures and clear instructions. Limited judgement or interpretation is required. Examples: Office Assistant, Receptionist, Machine Operator, Data Entry Clerk.
Lvl 2 20
Advanced operational / technical knowledge
The job holder is able to perform a range of related activities, recognise common issues and apply practical solutions within defined guidelines. Examples: Senior Administrator, Technician, HR Assistant, Accounts Assistant, Team Leader.
Lvl 3 30
Technical, specialist or analytical knowledge
The knowledge and skills would enable the job holder to analyse information, resolve technical issues and provide specialist advice within a particular discipline or function. Examples: Systems Analyst, Engineer, Accountant, Technical Underwriter, Procurement Specialist.
Lvl 4 40
Professional knowledge in a specialised field
The job holder can apply professional principles, standards and methodologies, exercising judgement that may influence multiple areas of the business. Examples: Finance Manager, Human Resources Manager, Legal Counsel, Senior Engineer, Consultant.
Lvl 5 55
In-depth professional expertise or mastery of a specialist field
The job holder can provide expert guidance, lead professional practice and contribute to the development of policies, frameworks or best practices within the discipline. Examples: Chief Legal Adviser, Chief Actuary, Head of Risk, Principal Specialist, Senior Research Expert.
Lvl 6 70
Cross-functional or enterprise-wide expertise
The knowledge and skills would enable the job holder to integrate expertise across several disciplines and influence strategic and organisational decisions. Examples: Chief Risk Officer, Chief People Officer, Group Finance Director, Divisional Director.
Lvl 7 85
Enterprise mastery or recognised authority
The knowledge and skills would enable the job holder to shape enterprise direction and influence industry practices through exceptional breadth and depth of expertise. Recognition may extend beyond the organisation to national or international level. Examples: Group CFO, Chief Executive Officer, International Subject Matter Expert, Global Technical Adviser.

Execution Factors

Process · 30% · 8 factors

E Work Complexity
Not scored
What this factor measures

Measures how varied, ambiguous, or intellectually demanding the tasks performed in the role are.

Lvl 1 10
Work consists of repetitive, routine tasks performed in a fixed, predictable way.
Little to no variation or judgement is required from one task to the next. Examples: data entry, assembly-line work, filing.
Lvl 2 20
Work involves a variety of tasks, each governed by clear, established procedures.
There is some variety, but the correct approach for each task is already defined. Examples: processing different types of customer requests using set workflows.
Lvl 3 30
Work requires interpreting situations and analysing information before deciding how to proceed.
Procedures provide a starting point, but the job holder must interpret specifics and apply judgement. Examples: investigating a discrepancy in financial records, diagnosing the cause of a customer complaint.
Lvl 4 40
Work requires complex diagnosis of problems and the planning of multi-step solutions.
The job holder must understand interacting variables and plan a course of action, often without a single obvious right answer. Examples: designing a project plan for a system migration, diagnosing a recurring operational issue with multiple possible causes.
Lvl 5 50
Work requires intensive analytical or creative effort to solve problems that don't have an established approach.
The job holder must originate new approaches, models or solutions rather than adapt existing ones. Examples: designing a new pricing model, developing an original marketing campaign concept.
Lvl 6 60
Work involves strategic or genuinely novel problems with no precedent within the organisation.
The job holder is regularly the first to address a given type of problem, requiring strategic thinking and comfort with ambiguity. Examples: entering a new market, responding to an unprecedented regulatory change.
Lvl 7 70
Work involves multi-dimensional problems spanning the whole enterprise, with many interacting variables and stakeholders.
This is the highest level of complexity, requiring the job holder to weigh competing enterprise-wide priorities simultaneously. Examples: leading an organisation-wide transformation programme, restructuring the enterprise in response to a major market shift.
F Decision-Making
Not scored
What this factor measures

Assesses the scope and independence of decisions the role holder is authorised and expected to make.

Lvl 1 10
Decisions relate only to the speed or order of completing clearly prescribed tasks; there is minimal discretion over method.
The work is largely prescribed, with almost no room for choice. Examples: choosing which task to do first from a fixed list, deciding the pace of routine work.
Lvl 2 20
Decisions involve selecting the best method, tool, or route from a set of established options to get the job done.
The job holder chooses from known, pre-approved options; outcomes are predictable. Examples: choosing which software template to use for a report, selecting the most efficient delivery route.
Lvl 3 30
Decisions, reached through some analysis, determine the best process, routine, or system to use within familiar parameters.
This requires analytical thinking to pick the most suitable approach, with somewhat more discretion, though outcomes remain fairly predictable. Examples: deciding whether to recruit internally or externally, choosing whether to repair or replace a piece of equipment.
Lvl 4 40
Decisions involve moderate risk and require analysis of options, typically made with guidance from a manager or senior colleague.
The job holder weighs several factors and recommends or makes a decision, checking in with others where stakes are higher. Examples: recommending a change to a departmental process, deciding how to reallocate resources for a project.
Lvl 5 50
Open-ended, higher-risk decisions or recommendations are made independently, requiring detailed research and analysis, where the outcome may not be known for some time.
The job holder is trusted to make or strongly influence decisions with real consequences, often without a supervisor's sign-off. Examples: purchasing new equipment, developing a new internal process, restructuring a small team.
Lvl 6 60
Complex and risky decisions are made that could affect the success of an entire division or business unit.
These decisions are usually strategic in nature and typically require senior leadership approval given their scale. Examples: selecting a major service provider, restructuring a division, launching a new product line, or presenting proposals to the Executive Committee.
Lvl 7 70
High-risk decisions are made that could affect the success or sustainability of the entire organisation.
These decisions carry enterprise-wide, long-term consequences and are usually made jointly with the Board and Executive Committee. Examples: strategic partnerships, mergers and acquisitions, raising capital, entering new business ventures.
G Mental Concentration / Cognitive Load
Not scored
What this factor measures

Reflects the intensity and duration of focus required to perform the role's tasks accurately.

Lvl 1 5
Tasks require minimal sustained concentration and can be performed with frequent breaks in focus.
Errors from momentary lapses in attention are unlikely to be significant. Examples: routine filing, simple stock-checking.
Lvl 2 15
Tasks require moderate, regular concentration to avoid errors.
The job holder must stay reasonably focused for defined periods, though brief interruptions are manageable. Examples: processing invoices, responding to routine customer queries.
Lvl 3 25
Tasks require sustained concentration over extended periods, with limited tolerance for error.
The job holder must maintain focus for long stretches, as lapses could lead to meaningful mistakes. Examples: reconciling complex accounts, reviewing detailed contracts.
Lvl 4 35
Tasks require intense, close concentration where even small errors could have significant consequences.
The job holder operates under sustained mental demand where accuracy is critical. Examples: finalising statutory financial statements, executing high-value transactions.
Lvl 5 45
Tasks impose extreme cognitive demand, requiring the highest level of sustained focus under pressure.
Errors at this level could have severe organisational, financial, or safety consequences. Examples: leading a live crisis response, making real-time decisions during a market-moving event.
H Conflict Resolution
Not scored
What this factor measures

Measures the frequency and difficulty of conflicts the role holder is expected to manage or resolve.

Lvl 1 0
The role does not require resolving conflict; interactions are generally cooperative and straightforward.
Any disagreements are rare and easily settled without formal intervention. Examples: routine peer collaboration on shared tasks.
Lvl 2 10
The role occasionally requires resolving minor disagreements between colleagues or with customers.
Conflicts are low-stakes and typically resolved quickly through straightforward discussion. Examples: mediating a scheduling disagreement, calming a mildly dissatisfied customer.
Lvl 3 20
The role regularly requires resolving moderate conflicts that need tact and structured problem-solving.
The job holder must actively manage disagreements that could otherwise escalate or affect working relationships. Examples: resolving a dispute between two team members, handling an escalated customer complaint.
Lvl 4 30
The role requires resolving complex or sensitive conflicts, often involving competing interests or emotionally charged situations.
These situations demand skilled, careful handling to protect relationships and reach a fair outcome. Examples: mediating a serious workplace grievance, managing a dispute with a key supplier or client.
Lvl 5 40
The role requires mediating crisis-level or high-stakes conflicts with significant organisational consequences.
These are the most serious conflicts the organisation faces, often involving reputational, legal, or financial risk. Examples: leading negotiations during a major industrial dispute, resolving a boardroom-level disagreement.
I Contacts / Relationship Management
Not scored
What this factor measures

Assesses the scope and strategic importance of the internal and external relationships the role requires.

Lvl 1 10
Contacts are limited to the job holder's own immediate team.
Interactions are informal and centred on day-to-day collaboration. Examples: coordinating tasks with direct colleagues.
Lvl 2 20
Contacts extend across departments within the organisation.
The job holder regularly liaises with colleagues outside their own team to coordinate work. Examples: working with finance and operations to close month-end reports.
Lvl 3 30
Contacts include external parties for routine, operational purposes.
The job holder deals with suppliers, customers, or partners on standard, day-to-day matters. Examples: confirming delivery schedules with a supplier, answering routine customer enquiries.
Lvl 4 40
The role actively manages ongoing external relationships, beyond routine transactions.
The job holder builds and maintains relationships that matter to the organisation's operations over time. Examples: managing a key vendor account, maintaining a relationship with a regulator.
Lvl 5 50
The role engages strategically with key stakeholders whose views materially affect organisational decisions.
These relationships influence significant business outcomes and require a high level of judgement and credibility. Examples: engaging with major institutional investors, negotiating with a regulator on a significant compliance matter.
Lvl 6 60
The role represents the organisation at the highest level with external parties of strategic importance.
The job holder acts as the face of the organisation on matters that shape its reputation and future. Examples: representing the company to the Board, major shareholders, or international regulators.
J Problem Solving
Not scored
What this factor measures

Measures the complexity and originality of problem-solving expected in the role, from routine tasks to visionary, transformational thinking.

Lvl 1 10
Problems encountered are routine and solved by following established steps.
There is a known answer for nearly every situation encountered. Examples: resolving a common system error using a standard fix.
Lvl 2 20
Problems are solved using standard techniques, with some judgement applied within clear guidelines.
The job holder selects from known approaches based on the specifics of the situation. Examples: choosing the appropriate standard process to resolve a customer issue.
Lvl 3 30
Problems require operational problem-solving to keep day-to-day activities running smoothly.
The job holder addresses practical issues that arise in daily operations, often without a single prescribed answer. Examples: resolving a scheduling conflict, addressing a minor process breakdown.
Lvl 4 40
Problems require technical or analytical problem-solving to reach a sound solution.
The job holder applies specialist knowledge and analysis to work through non-routine issues. Examples: diagnosing a complex system fault, analysing a discrepancy in financial data.
Lvl 5 50
Problems require complex professional judgement, often spanning more than one function or discipline.
The job holder integrates perspectives from multiple areas to solve problems that don't sit neatly within one discipline. Examples: resolving a cross-departmental process failure, addressing a complex compliance issue with legal and operational dimensions.
Lvl 6 60
Problems require developing strategic solutions to challenges with significant organisational impact.
The job holder originates new strategies or approaches rather than choosing among existing options. Examples: developing a strategy to respond to a new competitor, designing a solution to a major operational risk.
Lvl 7 70
Problems require enterprise-wide, visionary thinking to address transformational challenges facing the organisation.
This is the highest level of problem-solving, shaping the long-term direction of the whole organisation. Examples: leading a company-wide digital transformation, redesigning the organisation's business model in response to industry disruption.
K Communication - Understanding
Not scored
What this factor measures

Assesses the complexity of information the role holder must interpret and comprehend.

Lvl 1 10
The role requires understanding basic, everyday workplace communication.
Information is simple and clearly stated. Examples: understanding a shift schedule, following a verbal instruction.
Lvl 2 15
The role requires understanding detailed operational communication such as procedures and instructions.
The job holder must follow multi-step instructions or procedural documents accurately. Examples: reading a standard operating procedure, following a detailed work order.
Lvl 3 25
The role requires understanding technical or functional documentation specific to a discipline.
The job holder interprets specialist terminology and technical detail relevant to their function. Examples: reading a technical specification, interpreting a system manual.
Lvl 4 35
The role requires understanding policies, regulations, and governance documents.
The job holder must accurately interpret formal rules and their practical implications. Examples: interpreting a new regulatory requirement, understanding a governance policy update.
Lvl 5 40
The role requires understanding analytical reports and broader business information.
The job holder draws meaning and implications from data-rich or analytical material. Examples: interpreting a quarterly performance report, understanding a market analysis.
Lvl 6 50
The role requires understanding complex technical and business reports involving multiple variables.
The job holder synthesises detailed, often technical, information from multiple sources. Examples: interpreting an actuarial valuation report, understanding a detailed audit report.
Lvl 7 60
The role requires understanding advanced research and strategic analysis.
The job holder engages with sophisticated, forward-looking material that informs major decisions. Examples: interpreting economic forecasts and their strategic implications, understanding in-depth market research underpinning a new strategy.
Lvl 8 70
The role requires understanding information at the level of enterprise and strategic direction.
The job holder comprehends the full scope of organisational strategy and its implications across the business. Examples: understanding the Board's strategic plan and its implications for every business unit.
L Communication - Producing
Not scored
What this factor measures

Assesses the complexity and impact of communication the role holder must produce or deliver.

Lvl 1 10
The role requires producing routine, everyday workplace communication.
Communication is simple and factual. Examples: sending a status update, logging a completed task.
Lvl 2 15
The role requires producing communication that delivers service or guidance to others.
The job holder explains information or instructions clearly to support others' work or decisions. Examples: explaining a process to a customer, providing guidance to a colleague.
Lvl 3 25
The role requires producing technical or professional communication within a discipline.
The job holder writes or presents specialist content clearly to a knowledgeable audience. Examples: drafting a technical report, preparing a professional memo.
Lvl 4 35
The role requires producing communication that influences others, manages relationships, and documents business decisions.
The job holder communicates persuasively to support relationships and record important decisions. Examples: drafting a business case, writing correspondence to a key client.
Lvl 5 40
The role requires producing communication used in negotiation and to influence across functions.
The job holder crafts messages designed to achieve agreement or alignment across different groups. Examples: negotiating contract terms, presenting a proposal to gain buy-in from multiple departments.
Lvl 6 50
The role requires producing strategic communication and leading significant negotiations.
The job holder shapes messages that influence major business outcomes and stakeholder relationships. Examples: leading negotiations with a major supplier, drafting strategic communications for senior leadership.
Lvl 7 60
The role requires producing communication that represents the organisation at the executive level and demonstrates thought leadership.
The job holder is the voice of the organisation on matters of strategic importance, both internally and externally. Examples: delivering the organisation's strategy to the Board, representing the company in the media or at industry events.

Accountability Factors

Output · 30% · 7 factors

M Financial Accountability
Not scored
What this factor measures

Assesses the extent to which the role contributes to, controls, manages or is ultimately accountable for the organisation's financial resources, including budgets, revenues, costs, investments, profitability and financial sustainability.

Lvl 1 0
No direct financial accountability
The role has little or no responsibility for financial resources, other than ensuring the appropriate use of minor consumables or equipment. Examples: Administrative Assistant, Receptionist, General Worker.
Lvl 2 10
Financial input and minor expenditure responsibility
The role may initiate expenditure requests, process transactions or provide information that contributes to budgeting and financial control. Accountability is limited to low-value expenses. Examples: Team Leader, HR Officer, Administrator, Supervisor.
Lvl 3 20
Budget monitoring and cost control
The role monitors expenditure against approved budgets, controls costs and may manage specific cost centres or operational budgets. The role may also contribute to budget preparation and forecasting. Examples: Finance Officer, Procurement Manager, Department Supervisor.
Lvl 4 30
Departmental financial management and revenue responsibility
The role holds accountability for a departmental budget and may be responsible for managing expenditure, controlling the wage bill, generating revenue or ensuring achievement of financial targets within a function. Examples: Finance Manager, Sales Manager, Operations Manager, HR Manager.
Lvl 5 45
Significant financial responsibility across multiple areas
The role oversees multiple budgets, significant operating expenditure, capital expenditure programmes, procurement contracts or business unit financial performance. Accountability may extend to profitability and financial planning. Examples: Divisional Director, Country Manager, Head of Shared Services.
Lvl 6 60
Enterprise financial oversight and stewardship
The role has responsibility for enterprise-wide financial management, including budgeting, financial governance, treasury, investment decisions, revenue performance, profitability, funding, wage bill management and long-term financial sustainability. Examples: Chief Financial Officer, Group Finance Director.
Lvl 7 75
Ultimate accountability for organisational financial performance and sustainability
The role determines financial strategy and carries ultimate accountability for the financial viability, capital structure, investment direction and long-term economic sustainability of the organisation. Decisions may significantly influence shareholders, investors and market position. Examples: Chief Executive Officer, Group CEO, Managing Director.
N Information Accountability
Not scored
What this factor measures

Assesses the role's responsibility for the accuracy, governance, and strategic use of information.

Lvl 1 5
The role is accountable for basic data entry and record keeping.
Accuracy matters but the information itself is simple and low-risk. Examples: entering customer details into a system, filing routine records.
Lvl 2 15
The role is accountable for processing information and producing routine reports.
The job holder compiles and checks data before it's used by others. Examples: preparing a weekly sales report, compiling attendance records.
Lvl 3 25
The role is accountable for analysing and interpreting data to support decisions.
The job holder goes beyond compiling data to drawing conclusions from it. Examples: analysing customer trends, interpreting financial variances.
Lvl 4 35
The role is accountable for information governance and regulatory compliance of data and reporting.
The job holder ensures information is accurate, secure, and meets regulatory or policy requirements. Examples: overseeing data protection compliance, ensuring financial reporting meets regulatory standards.
Lvl 5 45
The role carries strategic accountability for how information and data are used across the organisation.
The job holder shapes how the organisation uses information to drive strategy and decision-making at the highest level. Examples: a CFO accountable for the integrity and strategic use of all financial information reported to the Board and regulators.
O People Accountability
Not scored
What this factor measures

Measures the scope of supervisory or leadership responsibility the role carries over others.

Lvl 1 0
The role has no responsibility for supervising others.
The job holder is accountable only for their own work. Examples: an individual contributor role with no direct reports.
Lvl 2 5
The role is responsible for guiding or mentoring others, without formal supervisory authority.
The job holder helps colleagues informally but is not their manager. Examples: a senior team member mentoring a new hire.
Lvl 3 15
The role formally supervises a small team.
The job holder has direct reports and is accountable for their day-to-day performance. Examples: a team leader overseeing 3-5 staff.
Lvl 4 25
The role manages multiple teams or a larger group through subordinate supervisors.
The job holder's accountability extends beyond a single team, often through other managers. Examples: a manager overseeing several team leaders and their teams.
Lvl 5 35
The role leads an entire department.
The job holder is accountable for the department's overall performance and people management. Examples: a Head of Finance leading the whole finance department.
Lvl 6 45
The role leads multiple departments, a division, or a business unit.
The job holder is accountable for people leadership across a broader, multi-department scope. Examples: a divisional director overseeing finance, HR, and operations departments together.
Lvl 7 55
The role carries enterprise-wide people leadership accountability.
The job holder is ultimately accountable for people leadership across the whole organisation. Examples: a Chief Executive Officer or Group Managing Director.
P Influence on Strategy and Policy
Not scored
What this factor measures

Assesses the extent to which the role influences, develops, implements or determines organisational strategy, policies and long-term direction.

Lvl 1 5
The role operates within established policies and procedures.
The job holder has little or no influence over strategy or policy and is primarily responsible for complying with existing guidelines. Examples: Administrative Assistant, Accounts Clerk, Data Entry Officer.
Lvl 2 15
The role contributes minor input into local procedures or work practices.
The job holder may recommend improvements to team processes or assist in implementing departmental policies but has limited authority to influence them. Examples: Team Leader, Senior Administrator, Supervisor.
Lvl 3 25
The role contributes to departmental policies and functional planning.
The job holder provides input into policies, procedures or plans affecting their department or function and may adapt policies to meet operational requirements. Examples: HR Manager, Finance Manager, Operations Manager.
Lvl 4 35
The role influences policies and strategic initiatives across multiple functions.
The job holder participates in developing cross-functional strategies, frameworks or policies that affect several parts of the organisation. Examples: Head of Shared Services, Programme Director, Senior Functional Manager.
Lvl 5 45
The role materially influences organisational strategy and major policy decisions.
The job holder plays a significant role in determining organisational priorities, governance frameworks and major policies that affect organisational performance. Examples: Divisional Director, Chief Human Resources Officer, Chief Information Officer.
Lvl 6 55
The role shapes organisational strategy and determines functional policy direction.
The job holder is responsible for developing long-term strategic direction, approving major policies and ensuring alignment with organisational objectives. Examples: Chief Financial Officer, Chief Operations Officer, Executive Director.
Lvl 7 65
The role determines enterprise strategy and influences policy beyond the organisation.
The job holder establishes enterprise-wide strategic direction and may influence industry practices, regulatory frameworks or national policy within the sector. Examples: Chief Executive Officer, Group CEO, Industry Leader, Executive Chairperson.
Q Financial Accountability Scope
Not scored
What this factor measures

Defines the monetary value range associated with the role's financial accountability level.

Lvl 1 —
No financial accountability
No direct responsibility for financial resources or financial decision-making.
Lvl 2 —
Financial input and recommendations
Contributes financial information, prepares estimates and provides recommendations on financial matters.
Lvl 3 —
Expenditure management
Manages approved expenditure and monitors costs within established limits.
Lvl 4 —
Revenue or income generation
Responsible for generating income, achieving revenue targets or managing financial inflows.
Lvl 5 —
Procurement or contract management
Accountable for procurement activities, supplier contracts or commercial agreements with financial implications.
Lvl 6 —
Budget approval authority
Holds authority to approve budgets, allocate resources and authorise expenditure.
Lvl 7 —
Profitability / Financial performance
Accountable for financial results, profitability and overall financial performance of a function or business unit.
Lvl 8 —
Enterprise financial accountability
Holds ultimate accountability for enterprise-wide financial stewardship, sustainability and long-term financial performance.
R Supervisory Scope
Not scored
What this factor measures

Assesses the number of employees for whom the role has direct or indirect supervisory responsibility, including responsibility exercised through subordinate supervisors or managers.

Lvl 1 10
A team of less than three (3)
Direct supervision of a small team. Responsibility is largely focused on day-to-day guidance, work allocation and monitoring of performance. Examples: Team Lead, Senior Officer supervising one or two staff members.
Lvl 2 20
A team of up to five (5)
Manages a small operational team with responsibility for performance, coaching and coordination of activities. Examples: Supervisor, Senior Administrator, Shift Leader.
Lvl 3 30
A team of up to eight (8)
Leads a moderately sized team and is responsible for planning work, managing performance and developing team capability. Examples: Senior HR Officer, Senior Finance Officer, Technical Supervisor.
Lvl 4 40
Departmental and/or cross-functional team up to 10
Manages a department or specialised unit, often comprising several job types or levels, with accountability for operational performance and resource utilisation. Examples: HR Manager, Finance Manager, Procurement Manager.
Lvl 5 50
Departmental and/or cross-functional team up to 12
Leads a sizeable department with multiple functions or specialist teams and may supervise through subordinate supervisors or senior staff. Examples: Head of Department, Senior Manager, Functional Lead.
Lvl 6 60
Major Department or Business Unit up to 15 and above
Leads a significant function or business unit with broad people accountability, often through multiple reporting layers and indirect supervision. Examples: Director, Country Manager, Chief Officer, Divisional Head.
S Accountability for Assets
Not scored
What this factor measures

Measures the role's level of responsibility for physical, technological, or organisational assets.

Lvl 1 5
The role has no accountability for organisational assets.
The job holder uses only personal work tools with no broader asset responsibility. Examples: an entry-level office role.
Lvl 2 10
The role is accountable for using assets provided, without responsibility for their upkeep or allocation.
The job holder uses equipment or systems responsibly but doesn't manage them. Examples: using a company laptop or vehicle for daily work.
Lvl 3 20
The role is accountable as custodian for specific assets, ensuring their safekeeping and proper use.
The job holder is responsible for the condition and security of defined assets. Examples: being responsible for a department's equipment inventory.
Lvl 4 30
The role is accountable for the operational management of a set of assets.
The job holder actively manages how assets are used, maintained, and deployed day-to-day. Examples: managing a fleet of vehicles, overseeing IT equipment allocation.
Lvl 5 40
The role is accountable for planning and optimising the use of assets over time.
The job holder makes decisions about how assets should be deployed or upgraded to maximise value. Examples: planning equipment replacement cycles, optimising warehouse space use.
Lvl 6 50
The role carries significant accountability for a substantial base of organisational assets.
The job holder is answerable for a large or high-value pool of assets. Examples: accountability for a regional network of branches and their equipment.
Lvl 7 60
The role carries strategic accountability for how major assets are managed across the organisation.
The job holder shapes long-term asset strategy, such as investment or divestment decisions. Examples: a CFO or COO setting the strategy for capital assets across the enterprise.
Lvl 8 70
The role carries the highest level of accountability, as steward of the organisation's entire asset base.
The job holder is ultimately accountable for the safeguarding and strategic use of all enterprise assets. Examples: the Board-level executive ultimately accountable for the organisation's total asset base.

Work Context Factors

Context · 15% · 3 factors

U Physical Effort
Not scored
What this factor measures

Assesses the level of physical exertion required to perform the role's duties.

Lvl 1 5
The role requires minimal physical effort, consistent with typical desk-based work.
There is no meaningful physical strain involved. Examples: office-based work at a desk.
Lvl 2 15
The role requires light physical effort, such as occasional walking or light lifting.
Physical demands are minor and infrequent. Examples: occasionally carrying files between offices, standing for short periods.
Lvl 3 25
The role requires moderate physical effort on a regular basis.
The job holder is regularly on their feet or performing light manual tasks. Examples: retail floor work, regular light lifting or moving of stock.
Lvl 4 30
The role requires high physical effort as a regular part of the job.
The work is physically demanding for extended periods. Examples: warehouse work involving repeated heavy lifting, manual construction work.
Lvl 5 40
The role requires very high, strenuous physical effort.
This is the most physically demanding category, often involving sustained heavy exertion. Examples: heavy manual labour, physically intensive field or industrial work.
V Work Environment
Not scored
What this factor measures

Measures the demands and conditions of the physical environment in which the role is performed.

Lvl 1 5
Work is performed in a controlled, comfortable office environment.
Conditions are stable, with no notable environmental demands. Examples: a standard corporate office.
Lvl 2 15
Work involves moderate environmental demands, such as occasional noise or temperature variation.
Conditions are mostly comfortable but not always fully controlled. Examples: working partly on a shop floor or in a light industrial setting.
Lvl 3 25
Work is performed in a demanding environment with regular exposure to noise, temperature, or other discomforts.
The job holder regularly works in conditions that require some tolerance or adaptation. Examples: a warehouse without climate control, an outdoor site role.
Lvl 4 30
Work involves adverse conditions, such as extreme temperatures, heights, or confined spaces.
Conditions are consistently challenging and may require protective measures. Examples: working in a cold storage facility, an oil rig, or at height.
Lvl 5 40
Work is performed in an extreme or hazardous environment.
This is the most demanding category, involving significant environmental risk. Examples: working in a disaster response zone, a hazardous industrial site.
W Occupational Hazards
Not scored
What this factor measures

Assesses the degree of exposure to workplace hazards or safety risks in the role.

Lvl 1 5
The role involves very low exposure to occupational hazards.
Risk of injury or harm is minimal. Examples: standard office work.
Lvl 2 15
The role involves minor exposure to occupational hazards.
There is some low-level risk, generally well managed by standard precautions. Examples: occasional business travel, light use of office equipment.
Lvl 3 25
The role involves moderate exposure to occupational hazards.
There is a meaningful, but manageable, level of risk requiring standard safety procedures. Examples: working with routine machinery, moderate travel to varied sites.
Lvl 4 30
The role involves significant exposure to occupational hazards.
The job holder faces real risk that requires specific safety training and equipment. Examples: working with hazardous materials, operating heavy machinery.
Lvl 5 40
The role involves high-risk, potentially life-threatening exposure to occupational hazards.
This is the highest hazard category in the framework, requiring rigorous safety protocols. Examples: frontline emergency response, hazardous site work in high-risk industries.

Score all 22 factors to calculate your grade

0 of 22 factors scored