Best Practices and Guidelines for Editing Talent Frameworks

The objective is to maintain the integrity of the industry-standard content within TalentGuard Job Profiles as much as possible. The following chart outlines the rules for modifying the content in the Job Profiles:

Job Title

Rule: This can be altered to reflect the specific language used in your organization.

Example: ‘Facilitator’ was updated to ‘Classroom Trainer’ to suit organizational terminology better.

Job Description

Rule: Changes are permissible when there is a compelling business rationale.

Example: The phrase “supports all recruiting activities” was changed to “executes all recruiting activities” to describe the role within the recruiting cycle more precisely.

Job Responsibilities

Rule: Modifications are allowed with a strong justification related to business needs.

Example: The phrase “attend job fairs, place ads, etc.” was replaced with specific activities like “recruiting, assessing, presenting, interviewing, and making offers” to reflect the actual recruiting process better.

Job Bands

Rule: These should align consistently with the client’s job levels.

Example: TalentGuard provides job bands within the frameworks. It’s important to map these levels consistently to the Client Job Levels within the organization.

Competencies / Behavioral Statements

Rule: These should remain unedited unless there is a solid reason related to business needs.

Proficiency Levels

Rule: Avoid making any changes.

Example: Maintain four levels of proficiency for each competency, applied uniformly across the organization.