Why Do Competency Projects Fail?

They Lack a Competency Framework

The number one reason competency projects fail is that people rush to start creating competency profiles for their jobs. They don’t spend the time developing a competency framework or roadmap that they can apply across the entire organization.

You wouldn’t start building a house without a blueprint. Competency profiles aren’t any different. You need a competency framework!

Let’s look at the 5 Benchmarks for creating a competency framework…

Benchmark #1

Structure of a Competency

What will the competencies you use to define your jobs look like? Do they follow best practices?
Tips:

• Does each competency have a clear definition?
• Do the competencies describe successful performance using multiple levels or stages of behaviours?
• Are the behaviours listed for each competency observable (i.e., would you know it when you see it)?

 

Benchmark #2

Types of Competencies

Which types of competencies will you use in your competency profiles?
4 types of competencies:

1. Core – apply to all jobs and are linked to the company’s values, vision, and mission.
2. Job Family – apply to a group of jobs that share a common function or career path.
3. Job specific – apply to a specific job or jobs.
4. Leadership – apply to jobs with leadership responsibilities.

Tips:

• Think about the goals that you are trying to achieve. You likely don’t need all the types in your competency framework.
• Don’t overcomplicate things.

 

Benchmark #3

Job Families and Job Profiles

How many job families will you have and how many competency profiles will you build within each job family? Job families describe a collection or group of jobs that share a similar function. They make competency profiling easier and help you to identify career paths.
Tips:

• Review data and industry frameworks to see how jobs can be grouped.
• Consider any job bands or levels you may already have in place.
• Talk to the experts.

 

Benchmark #4

Leadership Competencies

How will you include leadership roles and competencies in your framework?
Tips:

• If you want to develop the cadre of your leaders, treat leadership competencies as a job family.

 

Benchmark #5

Number of Competencies

How many competencies will you include in one competency profile? 6-8 is ideal. Definitely no more than 10. For example, you might have 2 core competencies, 2 job family competencies, and 4 job specific competencies in each of your competency profiles.
Tips:

• Focus on the “must haves” or critical competencies rather than the “nice to have.”

 

5 Benchmarks of a Competency Framework

By taking the time to work through these 5 Benchmarks, you will create a roadmap or competency framework that will allow you to build profiles consistently, every time!
5 Benchmarks:

1. Structure of a Competency: Do they follow best practices?
2. Type of Competencies: Which types will you use?
3. Job Families and Profiles: How many job families and profiles will you have?
4. Leadership Competencies: How will you include leadership competencies in profiles?
5. Number of Competencies: How many competencies will you include in your profiles?