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Compare two roles, interpret changes to their profiles and flow stages, and identify what needs further review.
A role comparison identifies differences in linked profiles, classifications, index values and flow stages. It can support a discussion of changing work requirements; it does not assess a person or prescribe a training programme.
Professional bodies can review proposed role requirements, organisations can examine their relevance to local work, and practitioners can identify topics to discuss with a manager or educator.
RPF compares two roles, labelled A and B, and groups the differences by category. Read added and removed profiles, reclassifications, index differences and flow-stage changes together.
The result is calculated from the selected role data. It can change when either role changes, so record the roles, versions and date when documenting your interpretation.
A is the role you opened the diff from; B is the comparison target (typically A's successor, or set via ?vs=<slug>). Visually, A renders on the left in slate tones; B renders on the right in emerald tones. Green tones mean "added on B / increased toward B"; amber tones mean "removed / decreased."
The subject role — usually the legacy or hybrid one. Renders on the left side of the diff. Slate tones match the archetype-badge palette for legacy.
The comparison target — usually the future-ready successor. Renders on the right side of the diff. Emerald tones match the archetype-badge palette for future-ready.
Profiles attached to B but not to A. Check the responsibilities described by both roles before deciding whether these profiles are relevant to your work.
Profiles attached to A but not to B. Their absence from B does not establish that the work is obsolete, automated or unnecessary.
Profiles present on both sides where the classification changed (e.g. core → primary). The change category captures the shift in centrality of a profile within the role, even when both sides carry it.
The Individual Responsibility Index (IRI) indicates importance to role performance, from Not Required (0) to Required (4). For shared profiles, the difference is B minus A. The total includes positive and negative differences.
The Individual Competency Index (ICI) describes the represented competence level, from No Competence (0) to Expert (4). For shared profiles, the difference is B minus A. The total includes positive and negative differences; it is not a measure of the reader’s competence.
Flow stages present on both sides where the ordinal position changed, plus stages added or removed. A reorder typically signals a flow restructuring — e.g. "design coordination" moving earlier in the lifecycle.
The role builder’s Diff tab supports review while authoring. Check the selected roles and the recorded changes before proposing an update.
The standalone comparison lets readers examine the two roles without opening the builder. Sharing the address shares a view of the available role data, not a retained historical result.
