Develop a Comprehensive Competency Framework
Leverage the single most important tool for driving key HR functions.
- Competency frameworks are an integral part of many HR functions such as performance management, employee development, identification of future leaders, and talent acquisition.
- Designing and implementing a competency framework can be extremely difficult and time consuming. Most HR departments are too busy with day-to-day operations and do not have time to create and build a competency framework.
Our Advice
Critical Insight
- A comprehensive competency framework provides an organization and its employees with a common understanding of the knowledge, skills, attributes, and behaviors required to achieve organizational goals and remain competitive.
- Engaging stakeholders - from leaders to employees - is crucial to developing the competency framework as it impacts every employee in the organization.
- Ensure your competency framework is supported as the cornerstone of your talent management practices.
Impact and Result
- Understand the difference between core competencies and function-specific competencies. Select and modify your competencies from McLean & Company’s Comprehensive Competency Library.
- Plan your competency framework project and gain buy-in from stakeholders.
- Define competencies for your framework using behavior-based language if the pre-developed competencies do not align with organizational needs.
- Implement your competency framework and integrate it throughout all HR functions.
Workshop: Develop a Comprehensive Competency Framework
Workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn't enough, we offer low-cost delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place to complete your project successfully.
Module 1: Select Core and Leadership Competencies
The Purpose
- Select the core and leadership competencies.
Key Benefits Achieved
Core and leadership competencies selected
Activities
Outputs
Select core competencies.
- Core and leadership competency names
Select leadership competencies.
Module 2: Describe Core and Leadership Competencies
The Purpose
- Describe core and leadership competencies.
Key Benefits Achieved
- Descriptions for all core and leadership competencies
Activities
Outputs
Describe core competencies.
- Completed core and leadership competency descriptions
Describe leadership competencies.
Present and review core competency names and descriptions.
Present and review leadership competency names and descriptions
Module 3: Complete Core Competency Proficiency Levels
The Purpose
- Draft and review core competency proficiency levels.
Key Benefits Achieved
- Completed core competency proficiency levels
Activities
Outputs
Draft core competency proficiency descriptions by level.
Review core competency proficiency descriptions.
Complete core competency presentations.
- Completed core competencies
Test the core competencies.
Module 4: Complete Leadership Competency Proficiency Levels
The Purpose
- Draft and review leadership competency proficiency levels.
Key Benefits Achieved
- Completed leadership competency proficiency levels
Activities
Outputs
Draft leadership competency proficiency descriptions by level.
Review leadership competency proficiency descriptions.
Complete leadership competency presentations.
- Completed leadership competencies
Test the leadership competencies.
Module 5: Communicate the Competency Framework
The Purpose
- Create a plan to integrate the competency framework into the other HR functions.
- Develop a strategy to communicate the competency framework.
Key Benefits Achieved
- A high-level plan to integrate and communicate the competency framework
Activities
Outputs
Identify how to integrate competency framework into other HR functions (time permitting).
- High-level competency integration plan
Develop a communication strategy (time permitting).
- High-level action and communication plan
Develop a Comprehensive Competency Framework
Leverage the single most important tool for driving key HR functions.
Executive Summary
McLean & Company Insight
A comprehensive competency framework provides organizations and its employees with a common understanding of the knowledge, skills, attributes, and behaviors required to achieve organizational goals and remain competitive.
Situation
- Competency frameworks are an integral part of many HR functions such as performance management, employee development, identification of future leaders, and talent acquisition.
- Competencies help set performance standards and build consistency throughout the organization.
Complication
- Designing and implementing a competency framework can be extremely difficult and time consuming. Most HR departments are too busy with day-to-day operations and do not have time to create and build a competency framework.
Solution
- Understand the difference between core competencies and function-specific competencies.
- Plan your competency framework project and gain buy-in from stakeholders.
- Select and modify your competencies from McLean & Company’s Comprehensive Competency Library.
- Define competencies for your framework using behavior-based language if the pre-developed competencies do not align with organizational needs.
- Implement your competency framework and integrate it throughout all HR functions.
- Support your competency framework through annual reviews and appropriate resourcing.
Competency frameworks are the collection of knowledge, skills, and attributes an employee requires to do a job well
What is a competency? It is made up of:
Knowledge
- A body of information that a person possesses that may be applied directly to the performance of a function.
- Includes, but is not limited to, facts, events, systems, ideas, theories, methods, procedures, principles, concepts, and cases that result from formal education, training, or personal experience.
Skills
- Demonstrated and observable ability to perform a task with ease and proficiency.
- Often requires the use of equipment, machinery, tools, or automated systems.
- Implies measurable performance.
Attributes
- An individual’s demonstrated personality traits.
- Often broader and more abstract than skills or knowledge.
- Includes characteristics like attitude, motivation, ambition, values, and demeanor.
A Competency Framework:
- Is a formal structure that lists a collection of competencies, where each competency defines one aspect of behavior an employee must exhibit to perform well in their job.
- Is used to define the critical behaviors for roles within the organization, which aids in a range of HR practices including talent acquisition, performance management, employee development, and succession planning.
A competency framework is an organization’s ultimate HR reference tool.
About McLean & Company
McLean & Company is an HR research and advisory firm providing practical solutions to human resources challenges via executable research, tools, diagnostics, and advisory services that have a clear and measurable impact on your business.
What Is a Blueprint?
A blueprint is designed to be a roadmap, containing a methodology and the tools and templates you need to solve your HR problems.
Each blueprint can be accompanied by a Guided Implementation that provides you access to our world-class analysts to help you get through the project.
Need Extra Help?
Speak With An Analyst
Get the help you need in this 5-phase advisory process. You'll receive 9 touchpoints with our researchers, all included in your membership.
Guided Implementation 1: Get ready to build a competency framework
- Call 1: Discuss making the case and ensure understanding of the three categories of competencies.
Guided Implementation 2: Select and modify pre-developed competencies
- Call 1: Discuss and select core competencies.
- Call 2: Discuss and select leadership competencies.
- Call 3: Discuss and select functional competencies for each organizational unit.
Guided Implementation 3: Define your competencies
- Call 1: Discuss themes, prioritization, and proficiency levels.
- Call 2: Discuss and plan for focus group reviews.
Guided Implementation 4: Implement your competency framework
- Call 1: Outline implementation plan for your competency framework.
- Call 2: Discuss competency framework integration into other HR functions.
Guided Implementation 5: Support your competency framework
- Call 1: Review initial evaluations and identify any trends.
Contributors
- Andy Woyzbun, Executive Advisor, Info-Tech Research Group
- Anthony Papa, Vice President Human Resources, Meridian Lightweight Technologies
- Doug Rozon, Director of Marketing, Sun Products Corporation
- Dr. Bob Saggers, President of Robert Saggers & Associates, Learning-Leadership Consultants Inc. and adjunct professor at McGill University
- Erin Casey, CPA, CA, Assistant Controller & Associate, Dillon Consulting Limited
- Jon Holt, co-author of A Pragmatic Guide to Competency: Tools, Frameworks and Assessment
- Mark Tanning, Senior Director of Learning, Development & Talent Management, University of Minnesota Physicians
- Mary Esteves, Nova Consulting
- Michael Taylor, Marketing Professor, Western Ivey Business School
- Michelle Berry, Director of Human Resources, Global Customer Service and Marketing, OpenText
- Several additional contributors who wish to remain anonymous
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