Our employees and staff members may be hearing new terms around the College, such as “Learning Agility”, “ViaEdge”, “job profiling” and others.  Many of you have heard about our talent management programming and its first implementation phase, and others may still be wondering what all this means. So, I would like to take a little time to talk to you about job profiling – Was is it?  Why are we doing it?  How will it help MPTC?

What is job profiling?

One of the elements of the Korn Ferry Leadership Architect is job profiling.  Job profiling allows us to identify each skill needed for success in positions within our organization.

MPTC is using the Korn Ferry Leadership Architect card sort for job profiling.  In this process, a Learning Agility coach meets with the employee in the position and the supervisor of the position to complete the following:

  • Reflect on the key challenges and learning requirements for the job.
  • Review, discuss and sort each of the 27 Learning Agility dimensions, which involves…
    • gaining a general understanding of the dimension,
    • discussing the level of importance of the dimension for success in the position
    • sorting the card into one of three categories: Essential (mission critical), Nice to have (useful) or Less important

Why are we doing it?

MPTC is utilizing job profiling for three primary purposes:

  • To determine jobs that require learning agility and the associated behaviors
  • To determine essential learning agility factors and dimensions for success in a position
  • To use in coordination with the ViaEdge assessment to determine gaps and outline individual development plans

How will it help MPTC?

Job profiling will help us plan for success far into our future.  It will help us identify key skills and traits needed to facilitate success for employees in positions throughout our College.  We can also use job profiling to identify employees and applicants who will be the best fit and most successful in our positions.  One of the greatest benefits is that employees can use this information to outline development plans to help them throughout their career and in their development as leaders.

Don’t just take it from me! 

I sat down with Fred Rice, MPTC’s Dean of Applied Technology and Trades, to get his prospective and insight about the job profiling process.  Fred participated in the job profile for his own position and has this to share with you…

What were your thoughts (about job profiling) prior to and during the job profiling process?

When I first came into the profiling session, in my head it felt somewhat like a job interview. You want to sound impressive for your supervisor, which by-the-way is easy if you are Fred but that is not what the profiling exercise is about. You need to consider “what does the position do?”  It can be difficult to think about the way the position has changed and transitioned throughout the years (versus how you, the employee, changed and transitioned over the years).  The process was challenging and interesting and created an opportunity for a great discussion (with my supervisor) about my position.  I can see how it will be helpful during the job posting and interviewing process.

Describe the job profiling process in a few sentences.

The process was like taking a step back and looking at your position by each responsibility, then understanding and outlining the skills/traits needed to complete the work of the position.  It was interesting to look at the position, and not specifically how you did/do it.  It is almost like looking at your job in third person.  It helps you to see where you spend most of your time.  It also helps to reflect where you could be spending more of your time.

What do you believe are the benefits of job profiling?

As an employee – When you have been in a position for a while, the process helps take you back to the beginning and outline what the job is and what you have turned it into.  It helps you look for the gaps and find areas for professional growth to focus on in the future.

As a supervisor – You can re-envision the position and what skills, characteristics and traits are needed for the position.  This is helpful especially when positions are evolving, like what the Dean and Associate Dean have experienced.  The process is helpful to look at the positions and re-define.  It also assists in maintaining consistency in what is needed across similar positions.

For those who aspire to advance into other positions at the college, this process also assists with employee growth and development.  It helps identify growth areas for individual employees related to their own career goals.

How painful was it (job profiling)?

Minimal injury and I healed quickly. Actually, it was not painful at all.  It didn’t take too much time, either.  It created an opportunity to have nice discussion with Jim (supervisor) about my position and both of our expectations.  I think it was enlightening for both of us.

Is there anything else you would like to add or share about the process?

I would suggest that people don’t put a lot of thought into this in advance, or overthink it.  Let the profiling exercise happen and be open to the conversation and discussion.  You will end up with a nice view of your position when it is complete.

To learn more about Moraine Park, visit morainepark.edu

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Written by Beth Mendoza
Director of Talent Management