ROL: Role Definition

Document Type

Code: ROL
Name: Role Definition
Domain: Operations & Execution

Abstract

This specification defines the Role Definition document type within the BSpec 1.0 Universal Business Specification Standard. It establishes normative requirements, structured templates, and implementation guidance for organizations documenting role definition within the operations-execution domain. This specification enables systematic, machine-readable documentation that supports strategic planning, operational execution, and organizational alignment.

Purpose and Scope

The Role Definition defines systematic approaches to designing and documenting organizational roles that clarify responsibilities, authorities, and requirements. It establishes role frameworks that enable effective hiring, performance management, and career development.

Document Metadata Schema

yaml

---
id: ROL-{role-name}
title: "Role — {Role Title}"
type: ROL
status: Draft|Review|Approved|Active|Deprecated
version: 1.0.0
owner: Role-Owner|HR-Team
stakeholders: [hr-team, hiring-managers, team-leads, employees]
domain: operations
priority: Critical|High|Medium|Low
scope: role-management
horizon: operational
visibility: internal

depends_on: [ORG-*, TEA-*, SKI-*, CAP-*]
enables: [PER-*, QUA-*, DEV-*, SUC-*]

role_level: IC|Manager|Director|VP|C-Level
role_type: Full-time|Part-time|Contract|Consultant
career_track: Individual-Contributor|Management|Leadership
employment_type: Permanent|Temporary|Project-based

success_criteria:
  - "Role definition enables effective hiring and onboarding"
  - "Role responsibilities and authorities are clearly defined"
  - "Role requirements align with organizational needs"
  - "Role supports career development and progression"

assumptions:
  - "Role requirements are clearly understood and validated"
  - "Organizational context and structure are defined"
  - "Skill frameworks and competency models exist"

constraints: [Budget and organizational constraints]
standards: [HR and role management standards]
review_cycle: annually
---

Content Structure Template

markdown

# Role — {Role Title}

## Executive Summary
**Purpose:** {Brief description of role purpose and value}
**Level:** {IC|Manager|Director|VP|C-Level}
**Reports To:** {Manager role}
**Team:** {Primary team assignment}

## Role Overview

### Core Purpose
- **Mission:** {Why this role exists}
- **Impact:** {How this role contributes to business success}
- **Scope:** {Boundaries of responsibility and authority}

### Position Context
- **Department:** {Primary organizational unit}
- **Function:** {Primary business function}
- **Career Track:** {Individual Contributor|Management|Leadership}
- **Employment Type:** {Full-time|Part-time|Contract|Consultant}

## Responsibilities

### Primary Responsibilities
1. **{Responsibility Category}**
   - {Specific responsibility 1}
   - {Specific responsibility 2}
   - {Specific responsibility 3}

2. **{Responsibility Category}**
   - {Specific responsibility 1}
   - {Specific responsibility 2}

### Key Activities
| Activity | Frequency | Time Allocation | Priority |
|----------|-----------|-----------------|----------|
| {Activity} | {Daily|Weekly|Monthly} | {%} | {High|Medium|Low} |

### Decision Authority
    ```yaml
    decisions:
      autonomous:
        - {Decision type the role can make independently}
    
      collaborative:
        - decision: {Decision requiring input}
          stakeholders: [role1, role2]
    
      escalated:
        - decision: {Decision requiring approval}
          approver: {role}
    ```

## Requirements

### Experience Requirements
- **Years of Experience:** {X-Y years}
- **Industry Experience:** {Specific industry requirements}
- **Functional Experience:** {Specific functional requirements}
- **Leadership Experience:** {Management/leadership requirements}

### Technical Skills
    ```yaml
    required_skills:
      - skill: {skill-name}
        proficiency: {Beginner|Intermediate|Advanced|Expert}
        critical: {yes|no}
    
    preferred_skills:
      - skill: {skill-name}
        proficiency: {level}
        value_add: {benefit-description}
    ```

### Competencies
- **Core Competencies:** {Essential behavioral competencies}
- **Leadership Competencies:** {Leadership and management competencies}
- **Functional Competencies:** {Role-specific competencies}

## Performance Framework

### Success Metrics
    ```yaml
    individual_kpis:
      - metric: {metric-name}
        target: {target-value}
        measurement: {how-measured}
        frequency: {measurement-frequency}
    
    team_contributions:
      - metric: {team-metric}
        contribution: {how-role-contributes}
    ```

### Career Development
- **Career Progression:** {Advancement opportunities}
- **Skill Development:** {Required skill development}
- **Learning Opportunities:** {Training and development resources}

## Working Relationships

### Internal Stakeholders
| Stakeholder | Relationship Type | Interaction Frequency | Purpose |
|-------------|-------------------|----------------------|---------|
| {Role/Team} | {Reports to|Collaborates|Supports} | {Daily|Weekly|Monthly} | {Purpose} |

### External Stakeholders
- **Customers:** {Customer interaction requirements}
- **Partners:** {Partner relationship management}
- **Vendors:** {Supplier relationship requirements}

## Work Environment

### Work Arrangements
- **Location:** {Office|Remote|Hybrid}
- **Travel Requirements:** {Travel expectations}
- **Work Schedule:** {Schedule flexibility and requirements}

### Tools and Resources
- **Technology:** {Required tools and systems}
- **Budget Authority:** {Financial authority limits}
- **Resource Access:** {Available resources and support}

## Validation
*Evidence that role definition enables effective hiring, clear performance expectations, and career development*

Quality Standards

Bronze Level (Minimum Viable)

[ ] Clear role title and reporting relationship
[ ] Basic responsibilities and requirements
[ ] Essential qualifications and experience
[ ] All required metadata fields completed

Silver Level (Investment Ready)

[ ] Detailed responsibility breakdown with decision authority
[ ] Comprehensive skill and competency requirements
[ ] Performance metrics and success criteria
[ ] Career development framework

Gold Level (Operational Excellence)

[ ] Strategic role contribution and business impact
[ ] Advanced competency modeling and assessment
[ ] Comprehensive stakeholder relationship mapping
[ ] Dynamic role evolution and adaptation framework

Common Pitfalls

Vague responsibilities: Unclear or overlapping responsibilities
Unrealistic requirements: Excessive or conflicting skill requirements
Poor performance definition: Lack of clear success criteria
Static role design: Roles that don't evolve with business needs

Success Patterns

Clear value proposition: Well-defined role impact with alignment to business objectives
Growth-oriented design: Clear career progression with skill building pathways
Stakeholder integration: Well-defined working relationships with clear collaboration expectations
Performance-driven framework: Measurable success criteria with regular feedback and development

Relationship Guidelines

Typical Dependencies

ORG (Organization Structure): Organizational design drives role structure and reporting
TEA (Team Structure): Team composition informs role design and collaboration
SKI (Skills Framework): Skill requirements drive role competency definitions
CAP (Capabilities): Organizational capabilities determine role requirements

Typical Enablements

PER (Performance Specification): Role clarity drives performance achievement
QUA (Quality Specification): Role competencies drive quality standards
DEV (Development): Role definitions enable development and training programs
SUC (Succession Planning): Role clarity enables succession and career planning

Document Relationships

This document type commonly relates to:

Depends on: ORG (Organization Structure), TEA (Team Structure), SKI (Skills Framework), CAP (Capabilities)
Enables: PER (Performance Specification), QUA (Quality Specification), DEV (Development), SUC (Succession Planning)
Informs: Hiring strategy, performance management, compensation design
Guides: Recruitment processes, onboarding programs, career development

Validation Checklist

[ ] Executive summary with clear purpose, level, reporting relationship, and team assignment
[ ] Role overview with core purpose, impact, scope, and position context
[ ] Responsibilities with primary duties, key activities, and decision authority framework
[ ] Requirements with experience, technical skills, and competency specifications
[ ] Performance framework with success metrics and career development pathways
[ ] Working relationships with internal and external stakeholder mapping
[ ] Work environment with arrangements, tools, and resource requirements
[ ] Validation evidence of role effectiveness, hiring success, and performance clarity

ROL: Role Definition ​

Abstract ​

Purpose and Scope ​

Document Metadata Schema ​

Content Structure Template ​

Quality Standards ​

Bronze Level (Minimum Viable) ​

Silver Level (Investment Ready) ​

Gold Level (Operational Excellence) ​

Common Pitfalls ​

Success Patterns ​

Relationship Guidelines ​

Typical Dependencies ​

Typical Enablements ​

Document Relationships ​

Validation Checklist ​

Related Documents ​