A competency framework is a set of characteristics (or competencies) defined by your business to successfully perform roles.
More importantly though, is what do you want to use a competency framework for. What you can use a competency framework for and what you do (or should) use it for may be 2 different things. Be clear on the purpose of your competency framework to ensure it stays relevant.
Uses for a Competency Framework
- Helps to create a position description and keep it relevant
- Create screening questions for automatic ranking
- Candidates be easily aware of job requirements
- Selecting the best quality candidates quickly for progression
- Shows a clear path for advancement
- Identify what’s really important for the role
- Create a Gap for the current role and future roles
- Identify career progression
- Communicate clear expectations of role performance
- Track and measure employee performance against the role
- Monitor outcomes against set criteria for salary increments
Recruitment, attraction and selection
Creating re-useable competencies
Adopting this style of framework makes it much easier to create and maintain the framework.
Other examples of competency levels are…
- Observed, Participated, Demonstrate, Educate
- Foundational, Intermediate, Adept, Advanced, Highly advanced (by NSW Public Sector Capability Framework)
- Novice, Advanced Beginner, Competent, Proficient, Expert (Dreyfus Model)
SelectionCriteria.com.au has a concise article on “Describing your level of competence” this is an easy read article which covers the basics on what you need to know. The New South Wales Public Service Commission have published their detailed Capability Framework online.
Re-usable competencies make your life and the business needs much easier
Top down or bottom up?
For small teams, it can be more difficult defining the subtleties of the role in top down. In a typical, junior/mid/senior/team leader/manager structure starting with the mid-tier role and working down to junior and up to senior is sometimes easier. The Team Leader and Manger roles will typically have their own competency frameworks as well.
More easily define the competency framework by starting with mid-tier role
Your managers know the requirements of the role better than any other, so before you embark on this journey, be sure to engage with managers and help them understand the reasons and how it will benefit them and their staff (see examples above). You can even incorporate internal movement, manager involvement and staff promotions into your recognition program appreciating the efforts of managers along the way.
Engage with managers often and include managers in the recognition program
Individualised Roles for Employees