KSA Taxonomy — KSA Classification System and Standards Mapping Tool
A specialized skill that enhances the job analysis capabilities of the job-analyst and competency-architect agents.
Target Agents
- job-analyst — Job analysis, KSA extraction
- competency-architect — Competency definition, classification system design
KSA Framework
K-S-A-O Definitions
| Category |
Definition |
Examples |
| Knowledge |
Theoretical and factual understanding required for the job |
Programming language syntax, accounting principles |
| Skill |
Execution abilities acquired through training |
Code debugging, financial statement preparation |
| Ability |
Cognitive or physical capacities that are innate or developed over time |
Logical thinking, communication ability |
| Other Characteristics |
Personality, values, motivation, etc. |
Conscientiousness, stress tolerance |
Job Description (JD) Standard Structure
## Job Description
### Basic Information
- Job Title:
- Job Family/Track:
- Grade Range:
- Reporting Structure:
### Job Purpose
[1-2 sentences describing why this job exists]
### Key Tasks
1. [Task name] — [Frequency] [Importance H/M/L]
2. [Task name] — [Frequency] [Importance]
...
### Required KSAs
#### Knowledge
- [Knowledge item] — [Level: Basic/Intermediate/Expert]
#### Skill
- [Skill item] — [Level: Basic/Intermediate/Expert]
#### Ability
- [Ability item] — [Level: Basic/Intermediate/Expert]
### Qualifications
- Education:
- Experience:
- Certifications/Licenses:
Competency Classification System
3-Layer Competency Structure
[Core Competencies] — Common across all roles
e.g., Communication, Problem-solving, Teamwork, Ethics
|
[Job Family Competencies] — Shared within a job family
e.g., (Engineering Family) Code quality, Technology trend awareness
|
[Job-Specific Competencies] — Unique to the specific role
e.g., (Backend Developer) API design, DB optimization, System architecture
Proficiency Level Framework (5 Levels)
| Level |
Label |
Definition |
Grade Mapping (Example) |
| L1 |
Novice |
Performs tasks as directed |
Staff |
| L2 |
Practitioner |
Performs tasks independently |
Associate/Senior Associate |
| L3 |
Skilled |
Resolves non-routine situations |
Manager/Senior Manager |
| L4 |
Expert |
Contributes to the organization, mentors others |
Director/Team Lead |
| L5 |
Master |
Drives innovation, makes strategic decisions |
Executive level |
NCS (National Competency Standards) Mapping
NCS Classification System
Major Category (24) > Middle Category (80) > Minor Category (257) > Sub-category (1,022)
Example: Information & Communication > Information Technology > IT Development > Application SW Engineering
NCS Competency Unit Structure
| Component |
Description |
| Competency Unit |
A unit-level competency required for job performance |
| Competency Unit Element |
Sub-components of a competency unit |
| Performance Criteria |
Success criteria for each element |
| Knowledge/Skills/Attitudes |
Detailed KSA items |
| Scope and Conditions |
Performance environment |
O*NET Mapping (Global Standard)
O*NET Content Model Key Categories
| Category |
Sub-items |
Purpose |
| Worker Characteristics |
Abilities, Interests, Values |
Fit assessment |
| Worker Requirements |
Skills, Knowledge, Education |
Qualification requirements |
| Experience Requirements |
Experience, Training, Licensing |
Hiring criteria |
| Occupational Requirements |
Work Activities, Work Context |
Work environment |
General Competency Dictionary (Reference)
| Competency |
Definition |
Behavioral Indicator Examples |
| Analytical Thinking |
Decomposes complex problems into components for resolution |
Data-driven decision-making, root cause analysis |
| Communication |
Conveys information clearly and effectively |
Writing, presentations, active listening |
| Collaboration |
Works effectively with others |
Conflict resolution, feedback, role allocation |
| Customer Orientation |
Identifies and fulfills customer needs |
Empathy, service quality, complaint handling |
| Innovation |
Generates and implements new ideas |
Improvement proposals, experimentation, change acceptance |
| Leadership |
Sets direction and guides others |
Vision, motivation, delegation |
| Self-Development |
Continuously learns and grows |
Feedback acceptance, learning plans, reflection |
1---2name: ksa-taxonomy3description: A specialized skill for building KSA (Knowledge, Skill, Ability) taxonomies in job analysis and mapping them to NCS/O*NET standards. Used by the job-analyst and competency-architect agents when writing job descriptions and systematically classifying competencies. Automatically applied in contexts involving 'KSA analysis,' 'job description,' 'NCS,' 'O*NET,' 'task analysis,' or 'competency classification system.' Note: actual NCS system access or HR system data integration is outside the scope of this skill.4---56# KSA Taxonomy — KSA Classification System and Standards Mapping Tool78A specialized skill that enhances the job analysis capabilities of the job-analyst and competency-architect agents.910## Target Agents1112- **job-analyst** — Job analysis, KSA extraction13- **competency-architect** — Competency definition, classification system design1415## KSA Framework1617### K-S-A-O Definitions1819| Category | Definition | Examples |20|----------|-----------|----------|21| **K**nowledge | Theoretical and factual understanding required for the job | Programming language syntax, accounting principles |22| **S**kill | Execution abilities acquired through training | Code debugging, financial statement preparation |23| **A**bility | Cognitive or physical capacities that are innate or developed over time | Logical thinking, communication ability |24| **O**ther Characteristics | Personality, values, motivation, etc. | Conscientiousness, stress tolerance |2526### Job Description (JD) Standard Structure2728```markdown29## Job Description3031### Basic Information32- Job Title:33- Job Family/Track:34- Grade Range:35- Reporting Structure:3637### Job Purpose38[1-2 sentences describing why this job exists]3940### Key Tasks411. [Task name] — [Frequency] [Importance H/M/L]422. [Task name] — [Frequency] [Importance]43...4445### Required KSAs46#### Knowledge47- [Knowledge item] — [Level: Basic/Intermediate/Expert]4849#### Skill50- [Skill item] — [Level: Basic/Intermediate/Expert]5152#### Ability53- [Ability item] — [Level: Basic/Intermediate/Expert]5455### Qualifications56- Education:57- Experience:58- Certifications/Licenses:59```6061## Competency Classification System6263### 3-Layer Competency Structure6465```66[Core Competencies] — Common across all roles67 e.g., Communication, Problem-solving, Teamwork, Ethics68 |69[Job Family Competencies] — Shared within a job family70 e.g., (Engineering Family) Code quality, Technology trend awareness71 |72[Job-Specific Competencies] — Unique to the specific role73 e.g., (Backend Developer) API design, DB optimization, System architecture74```7576### Proficiency Level Framework (5 Levels)7778| Level | Label | Definition | Grade Mapping (Example) |79|-------|-------|-----------|------------------------|80| L1 | Novice | Performs tasks as directed | Staff |81| L2 | Practitioner | Performs tasks independently | Associate/Senior Associate |82| L3 | Skilled | Resolves non-routine situations | Manager/Senior Manager |83| L4 | Expert | Contributes to the organization, mentors others | Director/Team Lead |84| L5 | Master | Drives innovation, makes strategic decisions | Executive level |8586## NCS (National Competency Standards) Mapping8788### NCS Classification System8990```91Major Category (24) > Middle Category (80) > Minor Category (257) > Sub-category (1,022)92Example: Information & Communication > Information Technology > IT Development > Application SW Engineering93```9495### NCS Competency Unit Structure9697| Component | Description |98|-----------|-------------|99| Competency Unit | A unit-level competency required for job performance |100| Competency Unit Element | Sub-components of a competency unit |101| Performance Criteria | Success criteria for each element |102| Knowledge/Skills/Attitudes | Detailed KSA items |103| Scope and Conditions | Performance environment |104105## O*NET Mapping (Global Standard)106107### O*NET Content Model Key Categories108109| Category | Sub-items | Purpose |110|----------|-----------|---------|111| Worker Characteristics | Abilities, Interests, Values | Fit assessment |112| Worker Requirements | Skills, Knowledge, Education | Qualification requirements |113| Experience Requirements | Experience, Training, Licensing | Hiring criteria |114| Occupational Requirements | Work Activities, Work Context | Work environment |115116### General Competency Dictionary (Reference)117118| Competency | Definition | Behavioral Indicator Examples |119|-----------|-----------|------------------------------|120| Analytical Thinking | Decomposes complex problems into components for resolution | Data-driven decision-making, root cause analysis |121| Communication | Conveys information clearly and effectively | Writing, presentations, active listening |122| Collaboration | Works effectively with others | Conflict resolution, feedback, role allocation |123| Customer Orientation | Identifies and fulfills customer needs | Empathy, service quality, complaint handling |124| Innovation | Generates and implements new ideas | Improvement proposals, experimentation, change acceptance |125| Leadership | Sets direction and guides others | Vision, motivation, delegation |126| Self-Development | Continuously learns and grows | Feedback acceptance, learning plans, reflection |
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