2026.01.16 / Benefit
Job Roles and Competencies
To ensure clear role positioning across different functions and consistent development standards, we have established a clear Job Description and Competency Framework for every job category and its respective grades.
This framework serves as the common foundation for the company’s personnel systems, performance evaluations, promotion development, and recruitment standards. It assists employees in understanding their positioning within the team, their scope of responsibility, and the competencies required as they grow in their careers.
I. The Four Core Components of Job Roles and Competencies
Each job category and grade is defined across the following four dimensions, which together paint a complete profile of a role:
1. Job Description
Used to define the role positioning and work responsibilities for each grade within a specific job category, including:
- Position within the team: (e.g., Executor, Project Lead, Cross-departmental Collaborator, etc.)
- Main Work Content and Scope of Tasks: Defines the specific activities and the breadth of projects an employee is expected to manage. This clarifies whether the focus is on a single specialized task, a full project lifecycle, or a broader business domain.
- Accountability for Results, Quality, and Timeliness: Specifies the level of ownership an employee must take regarding the final output. This includes ensuring work meets high standards of excellence and is delivered within the agreed-upon schedules.
As your job grade increases, your role positioning and scope of responsibility will gradually expand, reflecting the growth of your competency maturity.
2. Job Purpose
State in one sentence the core value of this position’s existence and its most important work outcomes to help employees understand:
- Why does this role exist?
- What is the most critical contribution to the company and the team?
Compared to a job description, the purpose of a position focuses more on “the one most important thing.”
3. Skills
Refers to the professional capabilities and tool proficiencies required to complete the work, which vary depending on job category and seniority level, including:
- Professional Skills
- Tool and system proficiency
- Daily operation and process execution capabilities
As career development progresses, the depth, complexity, and application scenarios of skills will also gradually increase.
4. Competency
Competencies are used to describe the behavioral capabilities and maturity a person demonstrates in their work.
It is not just about “being able to do the work,” but about how the work is done and whether it is completed in a manner that meets the expectations of the role.
When employees possess sufficient professional skills and understand the most important mission of the position, this understanding and these capabilities will naturally be reflected in the behavioral performance and quality of judgment in their daily work; this is precisely the competency that we value.
Simply put: Competency = Skills (what can be done) + Position Purpose (why it is done) → The behavioral style and maturity demonstrated in the work.
Through the definition of competencies, we focus not only on the results themselves but also on whether the process of completing the work demonstrates professional attitude, sense of responsibility, and judgment consistent with the job level.
2. Why We Define Both Skills and Competencies?
In terms of institutional design, we clearly distinguish the roles of the two:
- Skills: Professional capabilities that lean toward being learnable, trainable, and observable.
- Competencies: The behavioral patterns and maturity demonstrated in actual work.
The two complement each other, ensuring that role expectations do not stop at just work tasks, but encompass overall performance, including depth of ability and the manner in which work is executed.
3. Detailed Descriptions for Each Job Category and Level
For different job categories and levels, we have more comprehensive descriptions of duties and competencies. Since the content is quite detailed, it has been organized into separate articles for your reference. Please feel free to explore them further: