Role complexity & skills analysis

Fifteen years ago, 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 our developmental scale (the Lectical Scale). Today, we offer a suite of services that provide organizations with useful information about their workplace hierarchy by establishing the complexity demands of roles within that hierarchy. This information is used primarily to refine hiring precision, identify talent, and increase the efficiency and effectiveness of leader development or change efforts.

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

There are two types of analysis we use to establish the task demands of workplace positions—General and Precise.

General analysis

This level of analysis involves an examiniation of the average complexity demand of positions at a particular level in a organization's hierarchy.

Precise analysis

This level of analysis involves an examiniation of the average complexity of positions at a particular level in a organization's hierarchy, plus an additional analysis of the complexity demands and skill requirements of a specific position within that hierarchy.

Scope

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.


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 your organizational hierarchy and the diagnostics from Lectical Assessments.

Succession planning: We can help you idenitfy and develop talent with a General Analysis of your organizational hierarchy, comparisons of role complexity with empolyee 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

NIH

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

Kurt Fischer, Ph.D. Harvard Graduate School of Education, Emeritus

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