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Best Practice: Develop a standard competency model


Define a set of standard job roles.  For each role, define a set of standard skills (both hard & soft) and experience levels that are required.  Develop a competency model that includes these skills so that a clear definition of roles & career development path is available.


  • Enhances the ability to assess the entire resource pool to identify potential gaps/excesses by ensuring consistent classification of resources.
  • Provides individuals with an understanding of where they fit in the organization & options for progressing their career.

Implementation Considerations

  • The competency model should be designed to ensure that it is at a granular enough level to clearly capture a individual’s profile while not so granular as to result in significant maintenance overhead.
  • Processes should be designed to ensure the competency model is reviewed & revised to reflect the changes in the labor market as well as changes in the organization’s resource needs.
  • Training should be provided to ensure that both individual resources and managers clearly understand the definition of the competencies.


  • Number of competencies
  • Number of experience levels
  • Number of resources at each competency & experience level
  • Proportion of resources who have been mapped into the competency model
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