Competency Framework


Core competencies are the collection of skills, knowledge and attitudes that is needed for all workplaces to operate effectively. These competencies, as stated by the International Labor Office, are in high demand in workplaces worldwide, as industry adapts to the changes brought about by globalization, increased completion and international mobility.

Competency standards are a set of benchmarks that define the skills, knowledge and attributes people need to perform a work role. They are developed in consultation with industry, in order to ensure they reflect the needs of the workplace. Benchmarking with competencies standard, will create a framework for the organization, helping to recognize the individuals skills and accelerate the improvement of training systems.


‘A competency represents the skills, knowledge and behaviours required to perform effectively in a given job, role or situation’

Competencies are a vital part of many people management processes, helping organizations perform better in the areas like:

  • Recruitment: by providing fair and unbiased
    criteria (conditions) and for choosing who to
    employ, and making sure everyone is assessed
    against the same framework.
  • Performance management: by providing fair and
    unbiased statements to help managers
    and their staff discuss and assess performance.
  • Learning and development: by helping the
    organization and individuals identify areas to
    prioritise their learning and development needs.
  • Career development: by providing clear
    expectations of what skills, knowledge and
    behaviours are needed at each level and by showing
    individuals how they can develop their career by
    building on their current skills.


  • Competency Tables that will include descriptions of each competency, definable competency indicators, and a competency indicator to determine and show the current competency levels
  • Training on the Competency Framework for the staff on the proposed Framework
  • Communication Plan
  • Competency Model Writing: Competency Matrix, Position Profiles
  • Training Needs Assessment for the employees at all levels based on the Competency Framework with Mapping of particular training needs for developing such competency
  • Skill Gap Assessment for each required competency


Competency Model is applied in the following areas:

  • Job Design
  • Performance management
  • Career and Succession planning
  • Learning & Development


Our methodology in establishing a competency framework works in four stages:

  • Stage 1: Review of the policies and regulations
  • Stage 2: Interview with stakeholders to assess the actual competency level of the employees
  • Stage 3: Identify competencies needed for all functional and technical areas to successfully achieve the mission and strategic goals
  • Stage 4: Set the future skills and knowledge needed for the staff to become more efficient and effective
  • Stage 5: Analyze the gap between the findings and competencies


Competencies provide a useful tool for everyone:


  • know what is expected in their role;
  • are recognized for the skills, knowledge, and behaviours that are vital to every role;
  • have a tool for discussing how to improve in their current job, or how to improve their chances of moving to other jobs;
  • can identify and adapt their skills and behaviours when moving into a new role.


  • have clear, fair and unbiased statements to use when discussing performance, which also help in setting job objectives for their staff;
  • have a common language to use when giving employees feedback on their performance;
  • can identify individual learning or development needs, as well as resources, meaning they can beer structure employees’ development and training;
  • have a tool to help define career paths, provide support for planning how to fill vacant jobs  help people move to different jobs within the organization