Competency modeling resources and support2017-11-13T11:29:19+00:00

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Research, White Papers, Reprints of Articles, User Guides

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Competencies and Competitiveness

Describes in language non-HR people can understand, how to implement competency systems and the payoffs. 6 pages (PDF)


Competency: What’s Behind a New Buzzword

Reprint of article in the Working Wisdom section of the Miami Herald featuring the Workitect approach. 1 page (PDF)


Doing Competencies Well: Best Practices in Competency Modeling

Twenty best practices divided into three areas: analyzing competency information, organizing and presenting competency information, and using competency information. Illustrated with numerous practical examples. And, how competency modeling differs from and complements job analysis. Campion et al., Personnel Psychology. 36 pages (PDF)


How A Job Competency Model Can Benefit You Personally

Your organization’s human resource department may have developed, or is planning to develop, a competency model for your job. How can having a model for your job help you? Competency models can provide these five benefits for you in your organization. 
Read more


Insights: Superior Performers Produce Superior Results

Why you should develop a competency-based talent management process, and factors to consider before doing so. 4 pages (PDF)


Integrating Key Human Resource Processes

White Paper. Describes competencies, how to develop competency models and how to create an integrated human resource system with applications for selection, succession planning, career pathing, performance management and training. Also describes how competency modeling can be used as a tool to drive organizational change by determining the competencies that will be required by the organization to reach its strategic plan. 10 pages (PDF)


Practical Questions for HR Professionals Who are Building Competency Models

White Paper. Changes in organizations and in the world of work over the past 30 years have affected the practice of competency modeling. These changes suggest that seven practical questions be asked and answered by human resource professionals and others who are planning to develop competency models in their organizations. 13 pages (PDF)


ROI of Competency Technology

What is superior performance worth? Several studies show that competency-based talent management projects can produce a return on investment of 50% over non-competency approaches. This summary includes the results of a competency-based selection process for retail sales people. 4 pages (PDF)


Company-Specific Competency Framework & Dictionary

Created for and with a client. Includes sixteen core, role-specific, and leadership competencies in levels of proficiency, drawn from Workitect’s competency dictionary. 21 pages (PDF)


HR Implementation Guide for the Competency Framework

This guide was developed to help human resources professionals throughout the company to understand and use the Competency Framework. The Framework allows the HR function to better support leaders, and ultimately all employees, by improving the way behavior is linked to superior performance, by creating clearer development models, and contributing to the way individuals are integrated into the organization’s culture.  37 pages (PDF)


A Model-Building Process Example

These are the steps and number of days that our consultants typically require in order to build a competency model for a client.
See example


Getting Results Matrix

The competency of “Getting Results”, described in levels of proficiency (basic, proficient, advanced) and job role (entry, intermediate, professional, expert/lead) 1 page (PDF)


Worksheet for Planning a Competency Modeling Project

Checklist of key questions and issues that need to be addressed when launching a model-building project. Used in Building Competency Models workshop. 15 pages (PDF)

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Gaining Employee Commitment to Organizational Change

Article reprint from Communication World, published by the International Association of Business Communicators describes an organizational improvement model and the use of graphics and metaphors to help employees understand and embrace needed change. 6 pages (PDF)


How To Get Top Notch Change Agents

Article reprint of an ASTD Journal article. Outlines approaches to selecting and evaluating high-performing change agents and consultants. 4 pages (PDF)


Selecting and Retaining Internal Change Agents: Is There a Better Way?

Article reprint of EMA (now SHRM) Journal article. Reviews twelve competencies of successful change agents and consultants, along with strategies for minimizing turnover of change agents. 7 pages (PDF)


Managing Change Competency Description (From Competency Dictionary)

A definition, behaviors, and levels by position and proficiency. 3 pages (PDF)


Developing the “Managing Change” Competency

Actionable tips and resources for the development of “Managing Change” from the Competency Development Guide. 4 pages (PDF)


Using Graphic Metaphors to Communicate Change

How to find and use a common sense framework to analyze and improve an organization’s performance. Reprint from Communications World. 5 pages (PDF)

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A Blueprint for Competency-Based Assessment and Selection

Methods and tools, with examples, for interviewing and assessing a person’s competencies against job requirements. 8 pages (PDF)


Competency Assessment through Behavioral Event Interviewing

One of the best methods of getting the information to assess the competencies needed for a job is to elicit very detailed behavioral descriptions of how a person goes about doing his or her work. 15 pages (PDF)

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Making Performance Management a Positive Experience

Describes the keys to successfully implementing a performance management system. 5 pages (PDF)


Writing Goals

A programmed instruction booklet that teaches employees at all levels how to write effective job goals. 43 short pages (PDF)


Developing the “Managing Performance” Competency

From Workitect’s Competency Development Guide, the premier resource guide for developing thirty-five leadership and professional competencies. 6 pages (PDF)


A Blueprint for Competency-Based Performance Management

What a competency-based approach is and does, its impact on individual and organizational results, organizational issues addressed, situations best served by a competency-based approach, and steps to implementing. 5 pages (PDF)


Performance Planning & Review

A handbook for employees that explains their role in the planning and review process. It includes sections on setting job goals, reviewing progress, career development, the annual review, and the correlation to compensation actions. 17 pages (PDF)

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Steps to Developing Competencies

How competencies are acquired, types of development activities, influence of MBTI type, research regarding development planning. 8 pages (PDF)


Resources for Competency Development

Five directories of resources for developing competencies and fifty providers of training programs and consulting services, with links to their website. Read more

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A Blueprint for Competency-Based Succession Planning

What a competency-based approach is and situations best served by a competency-based approach, and steps to implementing. 4 pages(PDF)

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Client Testimonials


“Workitect brought a significant amount of practical expertise in Competency Model design to the table.  This helped us decide on what the best approach would be early into the project, given our particular corporate culture and context.  Workitect was able to present alternatives that felt right for us, without feeling like we were getting “off the shelf” products.” Ruben Decoud
Manager, International Human Resources, Mary Kay Inc.


“My organization uses the Workitect methodology for writing competency models because it’s structured enough to give us direction, but the many tools provided also allow for flexibility. You’re not forced into using a cookie-cutter approach when you’re faced with time constraints or the complexities that often arise when you’re trying to pinpoint success factors for highly technical or ever-evolving jobs. The models we designed using the Workitect approach helped our company revamp our entire performance development process.” Mary Kay LaBrie, Corporate Trainer, SCC SoftComputer


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