Is a list of the behaviours and skills that are needed in order to perform a set of tasks to a required standard of performance. Competency frameworks can be used in the selection process for new employees or in the appraisal of existing employees for promotion, development, or reward. A framework is derived by looking at the outputs of the role and the skills and behaviours needed to produce these—typically this is achieved by evaluating existing high performers to see what makes them effective. Competency frameworks can be devised for a single role, a group of jobs, or even the whole organization—although in the latter case the competencies identified must be very broadly defined. Advocates of competency frameworks suggest that no more than 12 competencies should be identified for any one role, they should be clearly defined with examples and they should be clustered into groups. The 2007 CIPD survey found the most common competency groups to be: communication skills, people management, team skills, customer service skills, results-orientation, and problem-solving. [See training needs analysis and competence-based pay.]
Subjects: Human Resource Management.