Business Growth Consultant (Formal)IIIncentive ConsultantJob Skill RequirementsSpecified Duration of Work (If Any)...Duration-Compensation Type, Rate, and Annualized Result...Compensation- - - Estimated hours a skill will be applied during the task. Could be simply the task hours or specific to the skill...ExperienceLevel of skill required. Based on the tiered Job system (I - V) and a sublevel scale from 1 t0 10...1st YearLevel of skill required. Based on the tiered Job system (I - V) and a sublevel scale from 1 t0 10...StandardsSkills Required for the task...SkillsPoints are in Thousands...(in Thousands)Estimated hours a skill will be applied during the task. Could be simply the task hours or specific to the skill...CredentialLevel of skill required. Based on the tiered Job system (I - V) and a sublevel scale from 1 t0 10...LevelFocus is the proportion (based on intensity and frequency) a skills is applied relative to the other skills...HoursThis interpretation of Skill Points is based on the skill, hours, level and focus attributes (among other proprietary factors)...PointsUsage is the predicted application rate of the skill throughout the task relative to the number of hours...UsageThis interpretation of Skill Points is based on the skill, and the applied usage attributes (among other proprietary factors)..PointsProcess of inspecting, cleaning, transforming, and modeling data with the goal of discovering useful information, suggesting conclusions, and supporting decision-making. ...Data AnalysisBL2.5Level Tier II - 4 4 II 822Daily/ 2D222'A variable, performance-based pay structure—separate from base salary—designed to motivate employees by linking rewards to specific, measurable goals or company success. ...Incentive CompensationBL2.5Level Tier II - 4 4 II 822Hourly/ 0.25H0.2522'Representation of data through use of common graphics, such as charts, plots, infographics and even animations. These visual displays of information communicate complex data relationships and data-driven insights in a way that is easy to understand. ...Data VisualizationBL2.5Level Tier II - 4 4 II 822Weekly/ 8W816Systematic evaluation of the practicality and viability of a proposed project or policy. Helps decision-makers determine if an initiative is worthwhile by analyzing potential risks, costs, and benefits. ...Feasibility AssessmentsBL2.5Level Tier II - 4 4 II 822Weekly/ 8W816Estimating of future financial outcomes for a company or project, usually applied in budgeting, capital budgeting and/or valuation. ...Financial ForecastingBL2.5Level Tier II - 4 4 II 822Weekly/ 8W816'Practice of following established rules, guidelines, and procedures within an organization. ...Policy AdherenceBL2.5Level Tier II - 4 4 II 822Weekly/ 8W816Process of identifying, assessing and addressing any financial, legal, strategic and security threats to an organization. ...Risk ManagementBL2.5Level Tier II - 4 4 II 822Weekly/ 8W816Structured process used by organizations to assess an employee's work quality, skills, and contributions through a specified time interval. ...Evaluate PerformanceGP2Level Tier II - 4 4 II 690Weekly/ 8W816''Incentive compensation management is the process of designing, implementing, calculating, and administering variable compensation plans that reward revenue-generating employees—typically sales representatives—for achieving specific performance goals. ...ICMGP1.5Level Tier II - 4 4 II 558Monthly/ 40M4019Discipline of carefully projecting or planning, organizing, motivating and controlling resources to achieve specific goals and meet specific success criteria. ...Project ManagementGP1.5Level Tier II - 4 4 II 558Weekly/ 8W816'Describes the goal that organizations aspire to achieve in their efforts to ensure that they are aware of and take steps to comply with relevant laws, policies, and regulations. ...Regulatory ComplianceGP1Level Tier II - 4 4 II 425Weekly/ 8W816Managing of stakeholders of a project, program, or activity. A stakeholder is any individual, group or organization that can affect, be affected by, or perceive itself to be affected by a program. ...Stakeholder ManagementGP1Level Tier II - 4 4 II 425Weekly/ 8W816Structured oral and visual session designed to communicate specialized information—such as data, designs, or research—to a specific audience, aiming to inform, persuade, or teach. ...Technical PresentationsGP1Level Tier II - 4 4 II 425Monthly/ 30M3012Abstract separation of a whole into its constituent parts in order to study the parts and their relations. analysis. abstract thought, logical thinking, reasoning. ...Analytical ThinkingBL2.5Level Tier II - 4 4 II 822Daily/ 2D222Communicating technical information in a simple way an audience can understand. ...Articulate Technical InformationBL2.5Level Tier II - 4 4 II 822Daily/ 1D17Process of finding solutions to difficult or complex issues ...Complex Problem SolvingBL2.5Level Tier II - 4 4 II 822Daily/ 1D17Ability to judge, make a decision, or form an opinion objectively, authoritatively, and wisely, especially in matters affecting action ...Judgment and Decision MakingBL2.5Level Tier II - 4 4 II 822Daily/ 1D17(BI) tools are software applications that collect, process, analyze, and visualize data to help businesses make informed decisions. ...Business Intelligence ToolsGP1Level Tier II - 4 4 II 425Monthly/ 30M3012'Microsoft spreadsheet application ...MS ExcelGP1Level Tier II - 4 4 II 425Monthly/ 30M3012''Collection of enterprise content management and knowledge management tools developed by Microsoft. ...SharePointGP1Level Tier II - 4 4 II 422Monthly/ 30M3012...Total Skill Points:13400297Objective is the primary goal of the task...Description- Link is a way to share an internal link to the task (if there is one)...Job LinkSkills Label™ Patent 11587190 skillslabel.com
  


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A Job Label is a complete ROI for a standard job listing lasting a year or less. Job Labels standardize what skills are required for both prior experience and first year application.

A template establishes baseline job requirements. A job posting and the company listing the job should have different requirements, so on a Job Label the referenced skills and their definitions change. Skills might get added or removed.

Use Job Labels to attract professionals. A clear advantage with Job Labels are they allow evaluations to consider not only a credential (degree or certificate), but whether workers are able to apply the necessary skills neeeded for the job.

Use the Learning Labels Search to find a Job Template. Then create a Job Label in seconds...

Use Skills Based Approach to prepare to learn, get, and verify the skills in 6 months to 2 years...