project manager competency modelIn 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

ompetencies cluster

EXAMPLES of CUSTOMIZED COMPETENCY MODELS

executive competency model

account representative competency model

OTHER JOBS

Project Manager

Sales Consultant

Controller (Finance)

Branch Manager

RELATED WORKITECT WEB PAGE

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.

 

WorkitectTo learn more about our products and services, and how competencies and competency models can help your organization, call 800-870-9490, email edward.cripe@workitect.com
or use the contact form at  Workitect.

©️2019, Workitect, Inc.