The JOB COMPLEXITY INTERVIEW (JCI) will identify the gap between job Demands and the individual’s Capability. Or, is there a match between the Level of complexity of the Job and the Level of Complexity that the Individual can master?

We define CAPABILITY as the decision-making process that takes place when knowledge and experience do not suffice.

The future is generally unknown. Solid judgment enables us to deploy our knowledge and experience effectively whatever the situation requires.

Cognitive capability indicates the current level of complexity at which an individual can comfortably function, as well as the likely longer-term development of their capability.

How does it work?

The JCI process is founded on the principles of a theory called STRATIFIED SYSTEMS THEORY (SST) (Levels of Work) developed by Elliot Jacques.

The JCI will determine at which level (seven levels – see graph below) of work (complexity) a person is capable operating at and what is the likely growth (potential) of that person over time.

What can the JCI results be used for?

Selection interview

Determine a person’s ability to deal with the complex challenges of the position they are interviewed for.

Developmental interview

Determine a person’s current level of capability, potential growth and development.

This is used to define the alignment between current position and person. This determines:

  • If the person is under-utilised or over-extended.
  • If the person is on par with the position (i.e. ‘in-flow’) and what competency development should be embarked upon.
Discussion on future development

Explore potential development through constructive conversations regarding:

  • Career development
  • Succession opportunities (populating your leadership pipeline).
  • IDP – competency development and exposure (timeous and appropriate) required for future positions.
  • Platform for monitoring and coaching.
  • Organisational development interventions.