Testing
CRESCENT
Position Title
Target Selection Profile
Reports To
Title only, never a person’s name
Function
Department or functions this role covers
Team
The teams reporting to this seat, e.g. AF & IT, or None for an individual contributor
Level / Class
Level # · Exempt / Non-exempt
Location / Travel
Site · % travel
Document
TSP 000.0.00 · Rev. Month Year
Position Summary
Two to four sentences. Why this seat exists, what it protects or produces, and who depends on it. Write it so someone outside the function understands the job. Close with one sentence on what this seat must change over the horizon of the five-year Strategy Map. No duties here; they belong below.
Key Accountabilities
An accountability is an outcome this role owns. We judge it by the result.
Level # the two accountabilities every person at this level owns, copied in, not written here
L#-1
Standard accountability for this level
Copy the two standard accountabilities for this level from the Level Accountability Standards. They are identical on every profile at the level, they are set once by People with the leaders of that level, and they are not written or edited by the hiring leader. Replace the tags below with the level number, for example L0-1 and L0-2 at Level 0, L3-1 and L3-2 at Level 3.
L#-2
Standard accountability for this level
Second standard accountability for this level.
This Role four to six, specific to the seat. Delete unused rows
1
Accountability
An outcome this role owns, named as a noun phrase, not an activity. Then the standard: what “meets” looks like, written so the answer at review time is yes or no. Every standard carries a number, a frequency, a deadline or a named deliverable. Avoid ensure, support, drive, assist, foster, oversee.
2
Accountability
Standard of performance.
3
Accountability
Standard of performance.
4
Accountability
Standard of performance.
5
Accountability
Standard of performance.
6
Accountability
Standard of performance. Six is the maximum for this role. Delete any row you do not need. Four or five is usually right.
Core Values · Thoughtful Business Leader
A competency is a capability the person brings. We judge it by observed behavior, and we train and develop it so the person can meet their accountabilities. The Thoughtful Business Leader row applies to salaried roles. Remove it for hourly roles.
Do it Right
What is right for our customers, our company and our People.
• Three behaviors specific to THIS role. Do not reuse the definition on the left, and do not use personality traits. Patient, humble and energetic cannot be assessed.
• Behavior.
• Behavior.
Do it Safe
All forms of risk assessed and controlled; People’s ideas, opinions and well-being respected.
• How this role assesses and controls risk, whether physical, financial, contractual or interpersonal.
• Behavior.
• Behavior.
Do it Well
All resources optimized to perform every task efficiently and effectively.
• How this role uses time, people, equipment and systems well.
• Behavior.
• Behavior.
Thoughtful Business Leader
A lifelong learner who leads with clarity, trust, ownership and discipline, grounded in the Crescent Compass.
• Compass-grounded decision-making in this seat.
• How this leader develops others deliberately.
• How this leader connects strategy to execution.
• How this leader seeks feedback and acts on it.
Qualifications
• What the person must already have done. Describe demonstrated scope and outcomes, not years served. “Has run a shift of 40+ across two lines” beats “5+ years experience”.
• Requirement.
• Requirement.
• Education or certification, only where it is genuinely required.
• Genuinely nice to have. If we would not hire without it, move it to Required.
• Preferred qualification.
• Preferred qualification.
• Preferred qualification.
Systems: Systems this role must be able to use.
Work Environment & Essential Functions
• Location, shift pattern and travel percentage.
• Physical demands: lifting and how much, standing, climbing, temperature, noise, PPE. Be specific, this section is Crescent’s reference point for accommodation requests.
• Pace, deadline and schedule variability.
• Crescent is an equal opportunity employer. Reasonable accommodation will be made to enable individuals with disabilities to perform the essential functions of this role.
