Design

Once the analysis is complete we then draft out a new or revised Competency Framework for consideration by key stakeholders. Where there is no existing Competency Framework(s), or it is no longer fit for purpose, it is essential to work with key stakeholders to ensure they understand and support the design/revision process. It is often appropriate to consider any industry or professional frameworks which relate to the job role.

Create a new framework

  • Job roles – existing and new Competence levels – From entry to Board level
  • Competence scope – Foundation, Focus, Execution etc see Types of Competency Framework
  • Define required competencies – technical, administrative, management etc.
  • Define descriptions of: knowledge, behaviours and skills required to deliver the competencies at the required level

Innovate an existing framework

  • Take into account the mapping from the analysis of job roles and existing competencies and the identification of gaps
  • Define required competencies – technical, administrative, management etc
  • Define descriptions of: knowledge, behaviour and skills required to deliver the competencies at the required level

Plan

At this stage in the cycle, we also design the implementation to ensure that communication is in line with the organisational culture and to minimise any disruption through the implementation phase.

Test

The design phase results in a draft design and implementation plan that is then approved by the relevant stakeholders to ensure it meets their objectives and requirements. Changes are agreed before the Competency Framework is finalised and approved.

It is important that you don’t just get sign off for the framework and its implementation but SIGN ON, so this stage is of particular importance.

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