Siebel Employee Relationship Management Administration Guide > Setting Up Competency Management >

Creating Job Profiles

A job profile is a collection of job-related information that defines the purpose, responsibilities, and requirements of a specific job role. In the process of defining a job profile, you specify the required competencies by associating skills from the competency library with a job profile. These required competencies allow managers to determine whether employees meet the required skill levels for specific jobs.

It is important to associate the appropriate skills and minimum skill levels with job profiles so that employees, managers, and administrators can integrate skills analysis and management across the entire work force.

Job profiles can be imported to Siebel ERM using eAI. For more information about importing job profile information using eAI, see Overview: Siebel eBusiness Application Integration Volume I. Job profiles can also be created in Siebel ERM using the Administration screens.

To create a job profile, the relevant job code, job family, salary grade, EEO Category, and FLSA must already exist. For more information, see Setting Up Compensation Planning.

This task is a step in Process of Setting Up Competency Management.

To create a job profile

  1. From the application-level menu, choose Navigate > Site Map > Administration - Competency > Job Profile Administration. Before you create a new job profile, make sure the job profile you want to create does not already exist. Query the Job Profile list using the name of the job profile you want to create. If no records are returned, create the new job profile.
  2. In the Job Profile list, add a new record, and then complete the fields in the More Info form.

    The following table describes some of the preconfigured fields. Your Human Resources organization may want to track different fields; those fields should be configured when the application is deployed.


    Job Profile Name

    The name of the job profile.

    Main Purpose

    The job designation.

    Essential Functions

    A brief description of job duties and functions.

    Job Code

    The job code associated with the job profile. The Job Code Name and the Job Family fields are automatically populated based on the job code.


    Defines the function associated with the job. For example: individual contributor, manager or manager of managers.

    Years of Relevant Experience

    The employees relevant experience. This value is provided by Human Resources.

    Degree of Internal Contact

    Estimated time the employee spends interacting with company employees.

    Revenue Responsibilities

    The revenue for which the employee is responsible.


    An estimate of time spent away from the home office.

    Degree of External Contact

    Estimated time the employee spends interacting with individuals outside the company. This includes customers, but may also include other vendors or suppliers. For example, the degree of external contact for a purchasing manager is high.

    Operational Budget

    The budgeted amount that allows the employee to fulfill job requirements.

    Geographic Scope

    The geographic area that the employee must manage. For example, a sales manager might be responsible for the southeast region of the country.

    Office Equipment/Tools

    The tools that the employee requires to perform the job.

    Degree of Customer Contact

    The amount of time the employee spends with customers.

    Total Number of Reports

    The total number of reports.

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