Role complexity analysis

We assess the complexity & competency demands of workplace roles.

During the first decade of this century, while working with a US Federal Government agency, Dr. Dawson developed a new approach to assessing the complexity and skill requirements of workplace roles and calibrating them to Lectica's developmental scale (the Lectical Scale). Today, we offer a suite of services that provide useful information about the complexity demands of roles within organizations. This information is used primarily to improve recruitment prediction, identify talent, and increase the efficiency and effectiveness of change initiatives and leader development.

A number of factors contribute to the complexity level of a workplace role. One of them, illustrated below, is the number and nature of the stakeholders and stakeholder groups affected by the decisions made in a particular role.

General analysis

The General Role Complexity Analysis involves an examination of the average complexity demand of positions at different levels in an organization's hierarchy.

Precise analysis

A Precise Role Complexity Analysis builds upon a General Analysis by narrowing in on the complexity demands and skill requirements of a specific role.


The scope of an analysis is dependent on the number of levels in a workplace hierarchy that will be analyzed. This can be anything from a single position to an entire organization.

General analysis results for a hypothetical corporation

Lectica’s work levels Lectical range Role levels
L7 1200+ multinational CEO
L6 1180-1225 corporate CEO
L5 1160-1205 executive
L4 1140-1185 senior
L3 E6 1120-1165 upper level, highly skilled professional
L2 E5 1100-1145 mid-level, skilled professional
L1 E4 1080-1125 supervisory, highly skilled labor
E3 1060-1105 skilled labor
E2 1020-1070 semi-skilled labor
E1 960-1030 unskilled labor

Complexity analysis and Lectica's Human Capital Value Chain

Workforce planning: We can help you identify future requirements with a General Analysis of the complexity demands of proposed levels of work, or a Precise Analysis of a new position.

Recruitment: We can help you refine hiring decisions with a General Analysis of your organizational hierarchy, a Precise Analysis of the position to be filled, and a Lectical Assessment of each candidates' skills.

Onboarding: We can help you close gaps in a new hire's skills with a General Analysis of your organizational hierarchy, the Precise Analysis of the specific position, and a development plan based on the results of Lectical Assessments.

Learning and development: We aim to put an end to one-size-fits-all development programs by providing you with the information you need to customize learning—beginning with a General Analysis of organizational roles and the diagnostics from Lectical Assessments.

Succession planning: We can help you identify and develop talent with a General Analysis of organizational roles, comparisons of role complexity with employee performance on Lectical Assessments, and customized development plans based on the diagnostics from Lectical Assessments.


Selected funders

IES (US Department of Education)

The Spencer Foundation


Dr. Sharon Solloway

The Simpson Foundation

The Leopold Foundation

Donor list

Selected clients

Glastonbury School District, CT

The Ross School

Rainbow Community School

The Study School

Long Trail School

The US Naval Academy

The City of Edmonton, Alberta

The US Federal Government

Advisory Board

Antonio Battro, MD, Ph.D., One Laptop Per Child

Marc Schwartz, Ph.D. and former high school teacher, University of Texas at Arlington

Mary Helen Immordino-Yang, Ed.D., University of Southern California

Willis Overton, Ph.D., Temple University, Emeritus