Lifestagecompetency models
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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Step
1
Communicate the Updated Models
Effectively communicating updated competency models is crucial for successful implementation and adoption within the organization. Ensure that all stakeholders understand the changes and how they will impact their roles and responsibilities. Leverage a combination of in-person, written, one-on-one, and group communications, and provide clear, easy opportunities for feedback.
DEIA Callout
Highlight how the updated competency models incorporate DEIA principles, ensuring that they support a diverse and inclusive workplace.
implement & monitor
Step
2
Track Process
Competency maps rely on staff investment in both content and process. Establish feedback mechanisms for staff members to evaluate map alignment with their skill development and assess manager utilization, ideally conducted every six months to ensure ongoing satisfaction.
DEIA Callout
Competency maps are a living document that need regular update updates to align with evolving organizational goals and priorities; without a structured adjustment process, there’s risk of managers bypassing the maps, reintroducing implicit bias into decision-making.
implement & monitor
Step
3
Schedule Equity Pauses
Throughout the competency model design, schedule multiple equity pauses to assess the inclusion of data from all staff member subgroups and check for any content skewing towards particular groups, involving diverse stakeholders to mitigate bias.
DEIA Callout
Pressure-test your process for subgroup bias by disaggregating feedback surveys across categories like seniority level, racial identity, gender identity, age, tenure, sexual orientation, and position. Supplement by quick phone calls or meetings with stakeholders to gauge reactions across subgroups.
implement & monitor
Step
4
Assess Success Metrics
Assess the effectiveness of your competency model through staff and manager feedback, along with talent development data. Staff satisfaction data indicates their investment in the model and its usefulness for development, while talent development data reveals the model’s impact on internal readiness for promotion and other organizational priorities.
DEIA Callout
To mitigate bias in the implementation review, involve diverse stakeholder groups, incorporating staff and manager feedback alongside discussions with functional heads or other leadership to assess progress and identify areas for improvement.
EdFuel can design competency models systems and processes for you.