Definition
A structured model that defines the behaviours, skills, and attributes required for successful performance across different roles and levels within an organisation. Competencies are used to guide recruitment, development, performance assessment, and career progression.
UK Context
UK public sector organisations widely use competency frameworks, such as the Civil Service Success Profiles. The CIPD recommends competency frameworks as a foundation for people management but advises keeping them simple and relevant. Under the Equality Act 2010, competencies must be job-related and not indirectly discriminatory.
Best Practices
- Define competencies using observable behaviours rather than vague personality traits
- Keep the framework to a manageable number of competencies (typically six to ten) to aid usability
- Review the framework regularly to ensure it reflects current and future business requirements
Frequently Asked Questions
How is a competency framework used in recruitment?
Competencies from the framework are incorporated into job descriptions, person specifications, interview questions, and assessment exercises. Each interview question or exercise is designed to assess one or more specific competencies, ensuring structured and consistent evaluation.
What is the difference between competencies and skills?
Skills are specific abilities (such as coding in Python or financial analysis). Competencies are broader combinations of skills, knowledge, and behaviours that define how someone performs (such as strategic thinking, stakeholder management, or leading change). A competency framework captures these broader behavioural requirements.