Competency Model

What is the competency model?

A competency model is a compilation of the necessary competencies for optimal job performance. Competencies are the individual KSAOs or combinations of KSAOs, and the set of competencies is often referred to as the competency model.

What are the different types of competency models?

There are various types of competency models, the following of which are most commonly used:

- Organizational core competency model

- Functional competency model

- Job competency model

- Leadership competency model

- A custom competency model

How do you develop a competency model?

Competency frameworks can either be a generic list of universal abilities applicable to all employees (e.g., digital literacy, foreign language proficiency, and collaboration) or a more complicated system of skills associated with particular positions and levels of seniority.

The following are the five steps to developing a practical competency model:

  1. Outline the principles for your competency framework by incorporating employees and listening to their feedback, conveying to your employees why you are establishing a competency framework in the first place, and utilizing applicable competencies.
  2. Define the objective and structure of your future competency model by establishing a clear framework and incorporating components such as soft skills, technical abilities, leadership competencies, etc.
  3. Assemble a project team and collect data by bringing together individuals with differing viewpoints on employees' abilities and competencies, specifically: a C-suite representative, an operations executive, a recruiter, and a learning and development colleague.
  4. Draft the competency framework; make sure you only include competencies that you can measure or reconcile with specified seniority levels, such as Junior, Middle, and Expert. Additionally, reduce the number of competencies per role to a maximum of twenty and divide them into clusters. You can split your competencies into Hard skills and Soft skills groups or create subgroups using a more precise and job-specific methodology.
  5. Prepare for implementation by ensuring that everything is in order and ready to be implemented.


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