Public Sector Learning
and Development Portal

CORE
COMPETENCIES
PROFESSIONAL PATHWAYS / TECHNICAL COMPETENCIES
CORE VALUES
GOJ
Competency
Model
Organisational Development and Design
The strategic creation and optimisation of structures, processes, and change initiatives to enhance organisational performance, adaptability, and alignment with strategic goals. This includes integrating workforce analytics, fostering continuous learning, and designing efficient systems and job architectures.

Sub-competencies

Behavioural Competencies

Return to Clusters
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Technical Competency: Organisational Development and Design
Professional Descriptors for Organisational Development and Design
Foundational

Responsibilities and Expertise

Supports basic organizational development activities, such as collecting data for cultural diagnostics, assisting with process mapping, and providing administrative support for change initiatives. Gains exposure to digital tools and SOP documentation.

Sample Job Roles

HR Assistant; Assistant HR Officer.

Qualifications and/or Certification

  • Associate degree in HRM, Business Administration or a related field
  • 0-1 year of experience
  • Bachelor’s Degree in HRM, Business Administration, Public Administration, Psychology, or a related field

Responsibilities and Expertise

Assists in designing and implementing organizational frameworks, conducts cultural assessments, and supports change management initiatives. Collaborates with managers to optimize team performance and integrates technology into diagnostics and reporting.

Sample Job Roles

Management and Operations Analyst; Organisational Development Officer.

Qualifications and/or Certification

  • Bachelor’s Degree in HRM, Business Administration, Public Administration, Psychology, or a related field
  • 1-2 years or more of relevant work experience
  • Postgraduate Certificate/Diploma

Responsibilities and Expertise

Leads the development of agile structures, manages end-to-end change processes, and embeds high-performance values across departments. Analyses cultural diagnostics to inform strategic decisions and champions the use of AI and digital tools.

Sample Job Roles

Senior Organisational Standards and Innovation Analyst; Director Organisational Development and Change Management.

Qualifications and/or Certification

  • Bachelor’s degree in management studies, HRM&D, Public Sector Management, Public/Business Administration, or a related discipline.
  • 3 years of relevant work experience
  • Master’s Degree
  • Certification in HRM&D, Industrial Relations or related discipline

Responsibilities and Expertise

Shapes organizational development strategies, advises senior leadership on cultural transformation, and ensures alignment with Vision 2030 Jamaica. Leads large-scale change initiatives, drives innovation in organizational design, and integrates AI and digital solutions into transformation efforts.

Sample Job Roles

Principal Director Corporate Management and Establishment; Chief Organisational Standards and Innovation.

Qualifications and/or Certification

  • Master’s Degree in HRM&D, Organizational Development, Organizational Design, Public Administration/Policy
  • 5 years of managerial work experience in a related field
  • Advanced certification in HRM&D or related discipline
Performance Indicator for Organisational Development and Design
Foundational
  • Accurately collects and collates reliable data for diagnostic exercises and job analysis.
  • Effectively supports process mapping and maintains organisational records and charts.
  • Drafts basic job descriptions and process documents under supervision, following established formats.
  • Successfully executes cultural and process assessments, delivering actionable insights.
  • Conducts thorough job analysis and applies evaluation methods to provide sound classification recommendations.
  • Effectively supports change management projects, contributing to positive outcomes and stakeholder buy-in.
  • Successfully leads complex organisational design and change initiatives with minimal disruption.
  • Develops and implements optimised processes and structures that demonstrably improve service delivery.
  • Provides evidence-based recommendations on cultural alignment, structural change, and performance improvement that are adopted by leadership.
  • Architects new organisational frameworks and classification standards that address emerging workforce trends.
  • Demonstrates significant, measurable impact on organisational adaptability and performance at an enterprise level.
  • Is recognised as a thought leader, successfully aligning organisational structures and strategies with national development goals and legislative requirements.

Learning Pathways Operating Models

HR Business Partners
HR Shared Services Centre
Centres of Expertise