Systems Analyst Position Description

Transcription

1 Position Description October 5, 2015

2 Analysis Position Description October 5, 2015 Page i Table of Contents General Characteristics... 1 Career Path... 2 Explanation of Proficiency Level Definitions Summary Proficiency Matrix Proficiency Matrix... 13

3 Analysis Position Description October 5, 2015 Page 1 General Characteristics Individuals in the role are responsible for analysis, design, configuration, and support of IS&T system solutions that improve business efficiency and productivity as well as support business strategies and goals. They identify and communicate business needs and translate business requirements into technical system requirements and functional specifications. System s determine if internal or external solutions exist or whether new solutions are feasible. They map process flows and must determine if these solutions impact existing work processes and systems as well as ensure proper integration, testing, and system/user documentation. s must have a working knowledge of the business area that they support. They need a solid understanding of the client s existing business processes, the key drivers and measures of success and the short- and long-term direction of their business and technology. In addition, a strong understanding of the customer s overall IT architecture is also required in order to understand the issues and implications of proposed system and hardware solutions. s must be innovative in identifying, proposing, prototyping, documenting, and overseeing the execution of IS&T system solutions. They require strong analytical, technical and communication skills. They must be able to build collaborative relationships and negotiate requirements across multiple groups.

4 Analysis Position Description October 5, 2015 Page 2 Career Path The following section is intended to serve as a general guideline for each relative dimension of project complexity, responsibility and education/experience within this role. This table is not intended for use as a checklist to facilitate promotions or to define specific responsibilities as outlined in a job description. Actual responsibilities and experiences may vary. Dimension Title I II III IV Work Complexity Supports one or more low complexity business process/system for one business units. Serves as project team member for projects of small to medium in scope and low complexity. Supports one or more low to moderately complex business processes/systems for multiple business units. Serves as project team member for projects of medium to large in scope and high complexity. Supports one or more moderate to highly complex or critical business processes/systems and may require design or integration of technical solutions that cross multiple functions of the business. Serves as project team member for projects large in scope, high complexity and may be enterprisewide. Supports multiple highly complex or critical business processes/systems and may require design or integration of technical solutions that may cross multiple functions of the business. Projects are highly complex and require design or integration of technical solutions that cross multiple functions in the business. Serves as a technical lead and may have resource and people management responsibilities. Typical Responsibilities Planning Conducts data gathering and analysis to understand business strategy requirements. Participates in business short-term planning sessions to ensure understanding of business goals, direction and business requirements. Participates in business short-term and long-term planning sessions to ensure understanding of business goals, direction and business requirements. Defines project scope, approach and types of resources required. Participates in short- and long-term planning sessions with clients to improve business

5 Analysis Position Description October 5, 2015 Page 3 Technical Requirements/System Specifications Title I II III IV Translates business requirements into technical requirements. Formulates and defines system scope and objective based on user needs and understanding of business processes. Develops solution by preparing and evaluating alternative workflow solutions. Develops, writes, and communicates systems design and functional system specifications. Provides input from an IS&T systems perspective. Participates in the estimation of costs for the planning of new systems/enhancements for assigned systems. Translates business requirements into technical requirements. Formulates and defines system scope and objective based on user needs and understanding of business processes. Develops solution by preparing and evaluating alternative workflow solutions. Develops, writes, and communicates systems design, functional system specifications and functional architecture analysis. Provides input from an IS&T systems perspective. Participate in creation of and may develop cost estimates for the planning of new systems/ enhancements for assigned systems. Translates business requirements into technical requirements. Formulates and defines system scope and objective based on user needs and understanding of business processes. Develops solution by preparing and evaluating alternative workflow solutions. Makes recommendations for modifications or technical solution to increase effectiveness and efficiency. Develops, writes, and communicates systems design, functional system specifications and functional architecture analysis. processes. Provides recommendations for prioritization of IT initiatives based on understanding of business needs, IS&T workload, and budget. Reviews, analyzes and finalizes cost estimate plan for team/ systems. Leads the translation of business requirements into technical requirements. Leads the formulation and definition of system scope and objective based on user needs and understanding of business processes. Participates in solution design by preparing and evaluating alternative workflow solutions. May collaborate with Architects to determine the technical solutions to address business needs or improvement. Ensures compliance with organization s technology standards. Ensures completeness of technical requirements

6 Analysis Position Description October 5, 2015 Page 4 System Improvements Title I II III IV Testing May analyze customer s systems to understand strengths and weaknesses for the identification of opportunities for improvements. May develop system test cases and validates test results during testing. Analyzes testing results to ensure the solution meets the needs of the business. Analyzes customer s systems to understand strengths and weaknesses for the identification of opportunities for improvements. May develop system test cases and validates test results during testing. Analyzes testing results to ensure the solution meets the needs of the business. Facilitates issue Ensures completeness of technical requirements and functional architecture analysis for the design and implementation of system business solutions. Identifies gaps or issues. May provide technical guidance on the business impact and opportunities. May perform system analysis, design, and configuration. Understands and analyzes customer s systems to determine strengths and weaknesses and provide system improvements/ modifications. Reviews test plans and monitors testing process to ensure that business results are adequately tested with minimal risk. May develop system test and functional architecture analysis for the design and implementation of system business solutions. Identifies gaps or issues. Participates on committees involved in the design phase of new system initiatives. Provides technical guidance on the business impact and opportunities. Performs system analysis, design, and configuration. Develops and presents proposals for modifications or replacement systems to improve business results. Collaborates with other IS&T teams in recommending options, identifying risks and analyzing cost vs. benefits. May oversee the implementation (i.e., testing, issues resolution) of new systems or modifications. May approve testing

7 Analysis Position Description October 5, 2015 Page 5 Documentation Problem Solving Customer Satisfaction Title I II III IV Documents system modifications. Assists with the investigation and statement of problems. Escalates issues as appropriate. Supports effort to ensure technical compatibility and user satisfaction. resolution. Documents system modifications. Develops system manuals. May develop system training materials. May investigate, resolve and escalate problems and develop recommendations for resolution. Identifies need for technical assistance to help in problem resolution. Escalates issues as appropriate. Works closely with IS&T and users to ensure technical compatibility and user satisfaction. cases and validates test results during testing. Analyzes testing results to ensure the solution meets the needs of the business. Facilitates issue resolution. Documents system modifications. Develops system manuals. Provide input for training materials. Investigate, resolve and escalate problems and develop recommendations for resolution. Identifies need for technical assistance to help in problem resolution. Escalates issues as appropriate. Works closely with IS&T and users to ensure technical compatibility and user satisfaction. process to ensure that desired business results are achieved. Analyzes testing results to ensure the solution meets the needs of the business. Facilitates issue resolution. Documents system modifications. Develops system manuals. Provide input for and review training materials. Reviews and ensures documentation is complete and accurate. Investigates problems and develops recommendations for resolution. Identifies need for technical assistance to help in problem resolution. Ensures technical solutions meet or exceed customer expectations.

8 Analysis Position Description October 5, 2015 Page 6 Title I II III IV Business Case Provides factual content to feasibility study for standard development and infrastructure projects and enhancements. Conducts feasibility studies and drafts proposals for evaluation by appropriate users and managers. Provides input into expenditures based on the size, scope, and cost of hardware and software components. Analyzes feasibility studies and drafts proposals for evaluation by stakeholders. Reviews and evaluates business cases to confirm identified financials and risks, validate value and business alignment. May recommend a course of action and present findings. Recommends expenditures based on the size, scope, and cost of hardware and software components. Research/Technical Evaluation Keeps abreast of new and emerging technologies. Keeps abreast of new and emerging technologies. Analyzes technology trends to determine impact to the achievement of business goals. Identifies issues based on impact of new/emerging technology or modifications to existing systems. Keeps abreast of new and emerging technologies. May participate in the evaluation, selection and application of new and emerging tools and techniques. Analyzes technology trends to determine impact to the achievement of business goals. Identifies issues and makes recommendations based on impact of new/emerging technology or modifications to Keeps abreast of new and emerging technologies. Participates in or leads the evaluation, selection and application of new and emerging tools and techniques. Analyzes technology trends to determine impact to the achievement of business goals. Performs assessments and provides recommendations based on business relevance, appropriate

9 Analysis Position Description October 5, 2015 Page 7 Resource Management Title I II III IV existing systems. May meet regularly with team to gather work statuses. May discuss work progress and obstacles. Provides advice, guidance, encouragement and constructive feedback. Ensures work, information, ideas, and technology flow freely across teams. timing and deployment. Works with Enterprise Architecture to recommend new technology direction or options to maintain competitive advantages. Evaluates and ensures the conceptual completeness of technical solutions. Meets regularly with team to gather work statuses. Discusses work progress and obstacles. Provides advice, guidance, encouragement and constructive feedback. Ensures work, information, ideas, and technology flow freely across teams. Establishes measurable individual and team objectives that are aligned with business and Institute goals. Documents and presents performance assessments. Recognizes and rewards associates commensurate with performance.

10 Analysis Position Description October 5, 2015 Page 8 Title I II III IV Workforce Management Organizational Change Management Coaching/Mentoring May generate appropriate communication, process and educational plans for mitigating the disruption of change. May identify and remove obstacles to change. Coaches and transfers knowledge to less experienced team members. Identifies the roles, skills and knowledge required to achieve goals. Promotes the usage of IIBA Framework, Knowledge areas and techniques. Ensures staff has the resources and skills needed to support all work initiatives. Participates in IT workforce deployment activities. Implements organizational practices for staffing, EEO, diversity, performance management, development, reward and recognition, and retention. Generates appropriate communication, process and educational plans for mitigating the disruption of change. Identifies and removes obstacles to change. Coaches and transfers knowledge to all team members.

11 Analysis Position Description October 5, 2015 Page 9 Title I II III IV Typical Education/ Experience Bachelor s degree or in Computer Science, Information, Business, or other related field. Or equivalent work experience. Typically requires 1-3 years of relevant technical work experience. Requires basic analytical, technical, interpersonal and communication skills. Requires knowledge of systems requirements and technologies. Bachelor s degree or in Computer Science, Information, Business, or other related field. Or equivalent work experience. Typically requires 3-5 years of relevant technical work experience. Requires strong analytical, technical, interpersonal and communication skills. Requires knowledge of business operations, systems requirements, and IT processes and technologies. Bachelor s degree or in Computer Science, Information, Business, or other related field. Or equivalent work experience. Typically requires 5-7 years of relevant technical and work experience. Requires excellent analytical, technical, interpersonal and communication skills. Requires in-depth knowledge of business operations, systems requirements and configuration, and IT processes and technologies. Bachelor s degree in Computer Science, Information, Business, or other related field. Or equivalent work experience. Typically requires 7 or more years of IT experience with 4 years supporting multiple business areas and technical solution development or management. Requires excellent analytical, organization and communication skills Requires in-depth knowledge of system analysis and configuration, and IT processes and technologies.

12 Analysis Position Description October 5, 2015 Page 10 Explanation of Proficiency Level Definitions Proficiency scale definitions are provided to help determine an individual s proficiency level in a specific competency. The rating scale below was created as a foundation for the development of proficiency level definitions used for assessments. Being Developed: (BD) Basic: (B) Intermediate: (I) Advanced: (A) Expert: (E) Demonstrates minimal use of this competency; limited knowledge of subject matter area; needs frequent assistance and close supervision for direction. Currently developing competency. Demonstrates limited use of this competency; basic familiarity of subject matter area; needs additional training to apply without assistance or with frequent supervision. Demonstrates working or functional proficiency level sufficient to apply this competency effectively without assistance and with minimal supervision; working/functional knowledge of subject matter area. Demonstrates in-depth proficiency level sufficient to assist, consult to, or lead others in the application of this competency; in-depth knowledge in subject matter area. Demonstrates broad, in-depth proficiency sufficient to be recognized as an authority or master performer in the applications of this competency; recognized authority/expert in subject matter area. As you complete the competency assessment, read all of the proficiency level definitions for a competency (provided in the next section) and select the one that is most characteristic of the demonstrated performance. If more than one definition is descriptive, select the highest level that is typically exhibited.

13 Analysis Position Description October 5, 2015 Page 11 Summary Proficiency Matrix The chart provides a summary of proficiency ratings. Title I II III IV Competencies Analytical Thinking: Able to breakdown raw information and undefined problems into specific, workable components that in-turn clearly identifies the issues at hand. Makes logical conclusions, anticipates obstacles and considers different approaches that are relevant to the decision making process. Business Requirements Analysis: Ability to understand a customer's business needs and translate needs into IT specific requirements. Applies knowledge of the customer's functions and processes to develop business case and business requirement documents. Assesses the benefits of recommended solutions. Communications for Results: Expresses technical and business concepts, ideas, feelings, opinions, and conclusions orally and in writing. Listens attentively and reinforces words through empathetic body language and tone. Information Seeking: Gathers and analyzes information or data on current and future trends of best practice. Seeks information on issues impacting the progress of organizational and process issues. Translates up to date information into continuous improvement activities that enhance performance. Openness to Learning: Openness to Learning: Takes personal responsibility for personal growth. Acquires strategies for gaining new knowledge, behaviors and skills. Builds on and applies existing knowledge. Engages in learning from others both within and outside the organization. Tries new approaches and broadens scope of work to learn from work assignments. Problem Solving: Anticipates, identifies and defines problems. Seeks root causes. Develops and implements practical and timely solutions. BD B I A B I A E B I I A BD B I A BD B I A BD B I A

14 Analysis Position Description October 5, 2015 Page 12 Title I II III IV Thinking: Ability to plan and account for impacts of system development efforts across architectural system components, critical business processes, data and applications. Conceptualizes the impact of changes to system platforms as a result of system acquisition, system merger, or implementation of enterprisewide systems. Teamwork: Collaborates with other members of formal and informal groups in the pursuit of common missions, vision, values and mutual goals. Places team needs and priorities above personal needs. Involves others in making decisions that affect them. Draws on the strengths of colleagues and gives credit to others' contributions and achievements. B I A E B I A A

15 Analysis Position Description October 5, 2015 Page 13 Proficiency Matrix The following charts illustrate proficiency levels for each competency. Title I II III IV Competencies Analytical Thinking: Able to breakdown raw information and undefined problems into specific, workable components that in-turn clearly identifies the issues at hand. Makes logical conclusions, anticipates obstacles and considers different approaches that are relevant to the decision making process. Being Developed (BD): Gathers and links data. Reviews for non-conformity and gathers further information in response to routine problems. Identifies direct cause and effect relationships. Breaks down tasks and problems into manageable components. Solicits guidance as needed to assess importance and urgency. Escalates issues of a non-routine nature as needed. Basic (B): Collates and reports information. Solicits guidance to define criteria and assign values of importance and urgency. Sorts information in order of importance. Investigates to define problems more accurately. Identifies trends and exceptions. Identifies relationships and linkages between components. Identifies variable potential causes and effects. Escalates issues of an exceptional nature. Intermediate (I): Coordinates the information gathering and reporting process. Reviews trends and compares to expectations. Conducts research to define problems and prepares responses to anticipated questions. Prioritizes multiple issues and opportunities. Identifies relationships and linkages within several information sources. Anticipates issues that are not readily apparent on the surface. Identifies root causes and effects. Defines priorities within performance objectives. Reports and identifies areas that need guidance in order to resolve complex issues. Anticipates the possible outcome of potential solutions.

16 Analysis Position Description October 5, 2015 Page 14 Title I II III IV Advanced (A): Determines criteria for assessing issues and opportunities. Establishes clear goals and priorities needed to assess performance. Identifies relationships and linkages between different information sources. Anticipates issues that are not readily apparent on the surface. Identifies root causes and effects. Establishes clear goals and priorities. Anticipates potential problems and develops solutions needed to resolve them. Systemically analyzes relationships between apparently independent problems and issues. Reviews and cross-reviews reports. Identifies trends as well as isolated events. Translates analytical reports into management presentations, and provides guidance to resolve issues. Anticipates the possible outcome of potential solutions. Identifies areas of significant concern or opportunity. Probes and initiates research to identify critical problems. Expert (E): Establishes strategic goals and enterprisewide priorities. Uses techniques of advanced business and organizational analysis to identify and assess problem definitions and potential solutions, and compares and contrasts them against predetermined criteria. Creates framework for reviewing large volumes of unorganized data. Probes for and points to subtle and unclear relationships in highly complex matters and evaluates the merit of problem definitions and potential solutions. Anticipates the possible outcome of potential solutions. Systemically identifies and resolves complex enterprisewide issues, while educating senior leaders as to their solution.

17 Analysis Position Description October 5, 2015 Page 15 Title I II III IV Business Requirements Analysis: Ability to understand a customer's business needs and translate needs into IT specific requirements. Applies knowledge of the customer's functions and processes to develop business case and business requirement documents. Assesses the benefits of recommended solutions. Being Developed (BD): Gathers information on business functions, associated with the business or product being supported. Understands the current technology functions that support the business or product. Develops working knowledge of current technical design for own area of work or responsibility. Basic (B): Expands working knowledge of the business or product supported to include key processes and operational aspects that impact successful execution of business functions. For each key business process, identifies the various technical components that comprise technology support and their associated impact and benefits, i.e., hardware, software and network components. Intermediate (I): Reviews customer business requirements and determines where support is needed relative to existing technical systems design. Identifies key opportunities for redesign of systems infrastructure to meet customer needs. Investigates areas where integration and migration of platforms will enhance customer's capabilities. Identifies the cost-benefits of solutions. Advanced (A): Reviews customer business requirements, recommending technological solutions that can be integrated and deployed in the environment. Identifies key business processes and the technologies that support them. Documents the interrelationship of businesses and technologies, outlining dependencies and risks. Evaluates the cost effectiveness and potential benefits of proposed interventions versus alternative options. Expert (E): Acquires updated information on enterprise strategies and recommends supporting technology initiatives. Demonstrates knowledge of all key business functions in the enterprise and the technologies supporting and integrating them. Ensures that proposed solutions fit with planned and existing technical architectures. Compares and contrasts business systems used in the company with world class and similar organizations in the sector.

18 Analysis Position Description October 5, 2015 Page 16 Title I II III IV Communications for Results: Expresses technical and business concepts, ideas, feelings, opinions, and conclusions orally and in writing. Listens attentively and reinforces words through empathetic body language and tone. Being Developed (BD): Speaks and writes to peers in ways that support transactional activities. Shares information and asks questions prior to taking action. Basic (B): Converses with and writes to peers in ways that support transactional and administrative activities. Seeks and shares information and opinions. Explains the immediate context of the situation, asks questions with follow-ups, and solicits advice prior to taking action. Intermediate (I): Conducts discussions with and writes memoranda to all levels of colleagues and peer groups in ways that support troubleshooting and problem solving. Seeks and shares relevant information, opinions, and judgments. Handles conflict empathetically. Explains the context of inter-related situations, asks probing questions, and solicits multiple sources of advice prior to taking action. Advanced (A): Converses with, writes reports and creates/delivers presentations to all levels of colleagues and peer groups in ways that support problem solving and planning. Seeks a consensus with business partners. Debates opinions, tests understanding and clarifies judgments. Brings conflict into the open empathetically. Explains the context of multiple interrelated situations, asks searching, probing questions, and solicits expert advice prior to taking action and making recommendations. Expert (E): Converses with, writes strategic documents and creates/delivers presentations to internal business leaders and as well as external groups. Leads discussions with senior leaders and external partners in ways that support strategic planning and decision-making. Seeks a consensus with business leaders. Debates opinions, tests understanding and clarifies judgments. Identifies underlying differences and resolves conflict openly and empathetically. Explains the context of multiple, complex inter-related situations. Asks searching, probing questions, plays devil's advocate, and solicits authoritative perspectives and advice prior to approving plans and recommendations.

19 Analysis Position Description October 5, 2015 Page 17 Title I II III IV Information Seeking: Gathers and analyzes information or data on current and future trends of best practice. Seeks information on issues impacting the progress of organizational and process issues. Translates up to date information into continuous improvement activities that enhance performance. Being Developed (BD): Asks questions and solicits procedural information that explains how day-to-day tasks are conducted. Collates facts and data. Checks and monitors progress of activities in area of responsibility. Seeks out the appropriate people for guidance when needed to get things done. Basic (B): Seeks information on both formal and informal processes. Uses appropriate tools, techniques and sources to gather, update and monitor information. Checks for accuracy of interpretation. Seeks out the appropriate people for guidance when needed depending on the type of issue. Intermediate (I): Utilizes a variety of information and data sources pertaining to organizational and professional trends. Checks the source for omission and accuracy. Identifies the sources that are appropriate for specific types of information. Checks for bias and omission. Seeks out the appropriate people to approach for guidance either formally or informally depending on the type of issue. Links information in a lateral as well as linear manner. Finds hidden data. Relates and manipulates data from various sources to create a fuller picture. Investigates and uncovers root causes of a problem or issue. Advanced (A): Researches organizational and professional trends. Networks internally and externally on areas of interest and concern. Evaluates sources, and collates and compares findings for bias, omission and accuracy. Conducts objective analysis. Prioritizes information by source. Monitors systematically. Deploys resources (time, people, systems) to ensure timely management reporting. Reviews and determines need for corrective action and/or business opportunities. Expert (E): Studies environmental, business and technological trends and forecasts. Networks among thought leaders and strategic influencers. Differentiates data sources for validity, reliability and credibility. Tracks and synthesizes systemic benchmarking trends. Evaluates composite information in relation to its impact on decision-making and strategic implications. Sets expectations for and reviews management and key stakeholder reports. Assesses validity of business strategy recommendations against trend data. Steers senior leadership toward making informed, sound strategic decisions.

20 Analysis Position Description October 5, 2015 Page 18 Title I II III IV Openness to Learning: Takes personal responsibility for personal growth. Acquires strategies for gaining new knowledge, behaviors and skills. Builds on and applies existing knowledge. Engages in learning from others both within and outside the organization. Tries new approaches and broadens scope of work to learn from work assignments. Being Developed (BD): Seeks out learning opportunities on the job through orientation and by asking for personal instruction, guidance from a supervisor, and by observing others. Devises strategies to learn new tasks quickly using job aids, tools, and documentation such as written procedures and process descriptions to get background and instructional information. Basic (B): Identifies knowledge gaps. Asks questions of subject matter experts and seeks help when needed. Uses information resources and learning tools. Keeps abreast of information, developments and best practices within a field of expertise (e.g., by reading, interacting with others, or by attending learning events). Intermediate (I): Analyzes errors, successes and failures, and sets strategies to rectify and increase knowledge. Solicits non-defensively performance feedback after each assignment. Identifies personal strengths and weaknesses, and defines areas for self-development. Converses with others about the effectiveness of and improvements needed to implement an idea or technique. Advanced (A): Explores how to use previous knowledge, ideas or techniques that have worked in the past and can be applied to other settings. Solicits non-defensively performance and personal feedback. Identifies personal strengths and weaknesses, and defines areas for selfimprovement. Solicits feedback on the effectiveness of and improvements needed to implement improvement strategies. Analyzes errors, successes and failures and sets strategies to rectify and increase knowledge. Creates a personal learning plan. Identifies learning strategies that adapt to own learning style. Seeks multiple sources of information and perspectives. Maintains a professional and personal network of contacts, within and beyond organizational boundaries.

21 Analysis Position Description October 5, 2015 Page 19 Title I II III IV Expert (E): Questions traditional approaches to find new ways of doing things. Takes aggressive and calculated risks in experimentation. Solicits non-defensively organizational, political and personal feedback from senior leaders and customers. Solicits feedback on improvements needed to make enterprisewide strategies effective. Sets direction for the personal growth of self and the organization. Creates and shares with others a personal learning plan, using learning strategies that support own learning and work style. Seeks multiple perspectives. Uses as a sounding board a professional and personal network of experts and strategic advisors, within and beyond organizational boundaries.

22 Analysis Position Description October 5, 2015 Page 20 Title I II III IV Problem Solving: Anticipates, identifies and defines problems. Seeks root causes. Develops and implements practical and timely solutions. Being Developed (BD): Asks questions and looks for data that helps to identify and differentiate the symptoms and root causes of every day, defined problems. Suggests remedies that meet the needs of the situation and those directly affected. Escalates issues appropriately. Basic (B): Investigates defined issues with uncertain but limited cause. Solicits input in gathering data that help identify and differentiate the symptoms and root causes of defined problems. Suggests alternative approaches that meet the needs of the organization, the situation, and those involved. Escalates issues with suggestions for further investigation and options for consideration. Intermediate (I): Applies simple problem-solving methodologies to diagnose and solve operational and interpersonal problems. Determines the potential causes of the problem and devises testing methodologies for validation. Shows empathy and objectivity toward individuals involved in the issue. Analyzes multiple alternatives, risks and benefits for a range of potential solutions. Recommends resource requirements and collaborates with impacted stakeholders. Advanced (A): Diagnoses problems using formal problem-solving tools and techniques from multiple angles and probes underlying issues to generate multiple potential solutions. Proactively anticipates and prevents problems. Devises, facilitates buy-in, makes recommendations and guides implementation of corrective and/or preventive actions for complex issues that cross organizational boundaries and are unclear in nature. Identifies potential consequences and risk levels. Gains support and buy-in for problem definition, methods of resolution, and accountability. Expert (E): Anticipates long-term problem areas and associated risk levels with objective rationale. Uses formal methodologies to forecast trends and define innovative strategic choices in response to the potential implications of multiple integrated options. Generates and solicits the approval of senior leadership prior to defining critical issues and solutions to unclear, multifaceted problems of high risk which span across and beyond the enterprise.

23 Analysis Position Description October 5, 2015 Page 21 Title I II III IV Thinking: Ability to plan and account for impacts of system development efforts across architectural system components, critical business processes, data and applications. Conceptualizes the impact of changes to system platforms as a result of system acquisition, system merger, or implementation of enterprisewide systems. Being Developed (BD): Seeks advice and guidance on critical linkages between the assigned customer's business, technology, and system platforms. Responds to problems by ascertaining the interaction and interdependencies of key system components. Basic (B): Investigates the critical relationships between primary business, technology and systems platforms. Devises approaches that recognize the interdependencies of key system components. Intermediate (I): Researches the critical and underlying relationships between primary business, technology and systems platforms. Devises approaches that integrate system components. Advanced (A): Plans improvements that take into account the critical, underlying and less apparent relationships between business, technology and systems platforms. Devises approaches that integrate system components for assigned clients. Conducts risk evaluations and resolves issues regarding significant changes and upgrades. Expert (E): Sponsors strategic long-term improvement plans that take into account the critical, underlying and less apparent relationships between multiple complex business, technology and systems platforms. Devises and evaluates plans that integrate system components across existing and new businesses. Reviews risk evaluations and approves significant changes and upgrades.

24 Analysis Position Description October 5, 2015 Page 22 Title I II III IV Teamwork: Collaborates with other members of formal and informal groups in the pursuit of common missions, vision, values and mutual goals. Places team needs and priorities above personal needs. Involves others in making decisions that affect them. Draws on the strengths of colleagues and gives credit to others' contributions and achievements. Being Developed (BD): Participates willingly by supporting team decisions, assisting other team members, and doing his/her share of the work to meet goals and deadlines. Informs other team members about client-related decisions, group processes, individual actions, or influencing events. Shares all relevant and useful information. Basic (B): Takes initiative to actively participate in team interactions. Without waiting to be asked, constructively expresses own point of view or concerns, even when it may be unpopular. Ensures that the limited time available for collaboration adds significant customer value and business results. Intermediate (I): Actively solicits ideas and opinions from others to quickly accomplish specific objectives targeted at defined business outcomes. Openly encourages other team members to voice their ideas and concerns. Shows respect for differences and diversity, and disagrees without personalizing issues. Utilizes strengths of team members to achieve optimal performance. Advanced (A): Consistently fosters collaboration and respect among team members by addressing elements of the group process that impedes, or could impede, the group from reaching its goal. Engages the right people, despite location or functional specialty, in the team by matching individual capabilities and skills to the team s goals. Works with a wide range of teams and readily shares lessons learned. Expert (E): Identifies and improves communication to bring conflict within the team into the open and facilitate resolution. Openly shares credit for team accomplishment. Monitors individual and team effectiveness and recommends improvement to facilitate collaboration. Considered a role model as a team player. Demonstrates high level of enthusiasm and commitment to team goals under difficult or adverse situations; encourages others to respond similarly. Strongly influences team strategy and processes.

25 Analysis Position Description October 5, 2015 Page 23 Any questions regarding this Report should be addressed to: Diana Hughes Director of HR and Administration Information and Technology Massachusetts Institute of Technology (617)