Conduct a task-level job analysis for [RoleTitle] in the [BusinessUnit] of [CompanyName] operating in [Region]. Decompose the role into duties and task statements using a DACUM-style approach, capturing frequency, criticality, error impact, and regulatory constraints (e.g., [Regulation]). Identify knowledge, skills, tools, and environmental conditions per task, then aggregate these into competency requirements and minimum proficiency thresholds by [SeniorityLevel].
Output format: Provide (1) a Markdown table: Duty | Task Statement | Frequency (H/M/L) | Criticality (1–5) | Error Impact | Required Competency | Min Proficiency | Control/Regulation; (2) a ranked list of the top 7 “hire-or-train” decisions; (3) a short risk register for tasks with high error impact; and (4) recommendations to streamline or automate low-value tasks.
Conclude with a summary showing which tasks uniquely differentiate high performers, and map them to specific competencies to prioritize in sourcing and assessment.