We’ve been preparing competency models for our clients for over 17 years. As you recall, we define competency as skills, knowledge and abilities applied for a specific outcome. Only when we understand what the real outcomes of performance are can we build complete models that really help people perform their best.
Lately, we have been asked to align our competency models to various web based systems, generally covering 2 to 3 different levels of jobs within the same family. Often these models will be used in combination with a more global statement of competency that is based on the company’s value or vision statement. I am still unsure whether this is a good approach or not. But of course, we do as our customers ask and endeavor to establish clear expectations for performance within the broader context of a group of jobs. Read more…
