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Best Practices in competency models

Competency models increase transparency and decrease bias in talent development by clearly describing the set of skills required for success across various levels of seniority.

This articulation supports ongoing talent development by creating transparency for staff members about the skills required for progression to the next level and by decreasing the potential for bias in manager or leadership decision-making related to staff member growth.

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plan
Step
1

Assess Current State

Building a competency model requires assessment of the current state of roles and responsibilities within the organization.

  • Review your organizational chart and job descriptions to determine if any modifications are necessary prior to building the competency model.
  • Consider whether there is an existing competency model or competency maps in place.
  • Identify how many levels and functions exist within the organization.
  • Evaluate what competencies are clearly defined and where there might be issues that need addressing.

The foundational analysis will guide the development of a competency model that accurately reflects the organization’s needs.

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Competency models clarify requirements for success across organizational levels, providing objective hiring and coaching frameworks that align with core values. This ultimately reduces bias in talent development by breaking down the knowledge, skills, and mindsets that make these values tangible.
plan
Step
2

Gather Staff Feedback on Current Process

Before creating content, gather staff feedback on the current processes to help determine the type of competency model your organization will use. Use surveys and focus groups to identify key areas of opportunity, such as whether staff understand the competencies expected of them in their roles and if they believe these competencies are appropriate. This ensures that future competency models are aligned with staff expectations and needs, fostering a more effective and supportive work environment.

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DEIA

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Gathering input from all roles across all levels is critical for aligning your competency model with required skills. Ensure representation across various demographics captures diverse perspectives and feedback. Use these insights to define the use-case for competency models, making sure the process is both inclusive and comprehensive.
plan
Step
3

Leverage Others

Before creating content for the competency model, determine how to engage stakeholders to better understand the skills required for their functional areas and ensure they are ready to provide input during the design phase. This often involves manager feedback and staff surveys to identify key skills across responsibility levels, distinct from job titles and leveling.
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Your stakeholder engagement plan should ensure diverse representation, including those most impacted by this work, across levels, functional areas, tenure, and demographics.

EdFuel can design competency models systems and processes for you.

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