The Format and Content of Customized Competency Models

In a previous blog, we discussed the value of tailoring job competency models to an organization’s vision, mission, and shared values.
– The job duties of a position may differ by industry or business strategy, thus requiring different competencies for similar jobs.
– Tailored models permit an organization to imbed certain competencies in each model that reflect the vision, mission and shared values of the organization.

Companies that build their own models and external consultants who build models use a variety of formats. Effective models are written in a way to be easily understood by all users, in language that is used by the organization.

Most models developed by Workitect consultants include these sections:

  1. Overview of the Competencies by Cluster
  2. Definition and Behavioral Indicators of each Competency
  3. Overview of Most Important Responsibilities
  4. Major Responsibilities and Performance Measures

Options

  • Links between Responsibilities and Competencies
  • Technical and Knowledge Requirements
  • Future Scan – Potential Changes Affecting the Job in the Future
  • Recommendations on ensuring that incumbents have each competency, through selection, development, and/or training

This is an example of an Overview of the Competencies by Cluster

EXAMPLES of CUSTOMIZED COMPETENCY MODELS

Executive Team Model

Account Representatives Model

 

Web Host Managers Model

OTHER JOBS

Project Manager

Sales Consultant

Controller (Finance)

Branch Manager

RELATED WORKITECT BLOGS

Criteria for an Effective Competency Model

Using Resource / Expert Panels to Build Competency Models

Conducting Job Analysis Interviews

Behavioral Descriptors – Options for Job Competency Models

Build a Basic Competency Model Instruction

Read more about competencies and competency models. Contact Workitect for help in building competency models tailored to an organization.

You are invited to join a LinkedIn group that I manage, Competency-Based Talent Management https://www.linkedin.com/groups/3714316 Our members would welcome your involvement in the group.

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This entry was posted in Building Job Competency Models and tagged , , , , , , , , by Edward Cripe. Bookmark the permalink.

About Edward Cripe

Ed has over thirty-five years of experience helping companies effectively utilize their organizational and human resources. His experience includes senior consultant roles with Merit Group, Inc., Kaset International/Achieve Global and McBer/Hay Group, plus corporate positions as director, training, organization development and quality for Ryder System and director, human resource consulting, training and organization development for the Bendix Corporation (now Honeywell International). He also worked for NASA as a Presidential Interchange Executive. Co-author of “The Value-Added Employee”. Ed holds a M.B.A. degree in Human Resources and Organizational Behavior from Indiana University and has completed doctoral level studies at the University of Michigan.

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