| Compilers | Optional | A list of people who are responsible for job profile creation in a company. |
| Profile Status | System Required | A list of statuses a profile goes through from being created to being finalised e.g. Draft, Finalised etc. |
| Company Values | Optional | A list of company values. These will automatically become part of every job profile and are also pulled through when a performance contract is created for an employee. |
| Job Family | Optional | It is sometimes needed to group job profiles with potentially different titles into a job family. Provide here a list of these families. The linking takes place on a profile’s Job Profile screen. |
| Position Family | Optional | It is sometimes needed to group positions with potentially different titles into a position family. Provided here a list of these families. The linking takes place on a position’s Position Profile screen. |
| Work Levels | Optional | Kept for legacy purposes. |
| Level of Work Matrix | Optional | Kept for legacy purposes. |
| Competency Categories | Library | A list of categories which will be used to categorise competencies when they are added. Examples are Abilities, Attitudes, Drives,Emotions etc. |
| Competency Groups | Library | A list of groups which willbe used to group competencies when they are added. Examples are Cognition,Communication, Interaction with Others, Personal Effectiveness etc. |
| Competency Levels | Required | The levels (e.g. expert)that will be used to indicate the desired level of a competency. |
| Competency List | Library | The title and description of standardised competencies. If not pre-populated ensure that the setting Competencies under Library Adding is set to YES to allow the users to add their own competencies. |
| Competency Matrix | Library | Link a grading scale (e.g.Paterson A1) to a competency (e.g. Attention to Detail) and indicate the level(e.g. 1-4) at which a person on this grading scale should be able to perform. |
| Proficiency Matrix | Library | Link one or all gradingscales (e.g. Paterson A1) to a competency (e.g. Attention to Detail) andindicate the level (e.g. 1-4) at which a person on this grading scale should beable to perform. Then, edit eachcompetency level and either provide a summary of the proficiencies required orload the proficiencies one by one. If a summary is loaded, only an overall rating is possible on the employee’s performance contract; if loaded one by one, individual ratings are possible. |
| Accreditation &Registration | Library | A list of all relevant accreditation and registration authorities. If not pre-populated ensure that the setting Accreditation & Registration under Library Adding is set to YES to allow the users to add their own accreditations and registrations. |
| Legal Appointments | Library | A list of all possible company required “legal” appointments. This list could include entries like licenses, permits etc. If not pre-populated ensure that the setting Legal Appointments under Library Adding is set to YES to allow the users to add their own legal appointments. |
| Memberships | Library | A list of all memberships that could form part of a job profile. If not pre-populated ensure that the setting Memberships under Library Adding is set to YES to allow the users to add their own memberships. |
| Knowledge of Relevant Legislation | Library | A list of legislation that a job applicant/incumbent should have knowledge off. |
| Package Types | Required | A list of salary package types e.g. Package, Non-Package etc. This list is also used when setting up the grading scales. |
| Grading Types | Required | A list grading types e.g.Paterson, Hay, Peromnes etc. This list is also used when setting up the grading scales. |
| Grading Scales | Required | Specify the different subdivisions/scales (e.g. A1, A2, A3) in each grading type (e.g. Paterson) by making use of the package and grading types. |
| Occupational Categories | System Required | The standard SETA occupational categories e.g. top management, senior management etc. |
| Occupational Levels | System Required | The standard SETA occupational levels e.g. professionals, clerks etc. |
| OFO Codes | | The official Organising Framework of Occupations codes as defined by the South African Education and Training Authority (SETA). |
| Qualifications | Library | A standardised list of qualifications. If not pre-populated ensure that the setting Qualifications under Library Adding is set to YES to allow the users to add their own qualifications. |
| NQF Levels | System Required | The list of standard NQF levels. |
| Business Processes | Library | List the business processes that form part of or define jobs. |
| Driving Licences | Library | List of official driving licence codes and descriptions. |
| Programmes | Library | A skills programme to which site specific subjects/standards can be added. |
| Standards | Library | A module or practical subject used to define a skills programme. A government defined module is called a “unit standard”. A site specific module added by a company is called a standard. In this document reference is made to “standards” to include both. |
| Licences | Library | Licenses that are position specific, with the aim at organisations that require strict management of licenses in terms of government legislation. |
| Importance | System Required | Indicate the relative importance of various records in the system e.g. qualifications, legal appointments, memberships, etc. |
| Involvement | System Required | The type of responsibility a person could typically have in different positions. |
| Note Status | System Required | Pending or Completed. |
| Experience | Library | A library of possible job experience in terms of responsibility, years of experience and relative importance. |
| Knowledge and Skills | Library | A library of possible job knowledge and skills and their relative importance. |
| Personal Attributes | Library | A library of personal attributes desired for jobs. |
| Access Rights Category | Library | A list of access rights categories (e.g. Computer Systems) into which specific access rights can be placed e.g. read/write rights etc. |
| Access Rights Responsible Employee | Library | The people listed here will all receive emails when an employee is either:
- Appointed - in order to issue his access rights.
- Terminated - in order to revoke his access rights.
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