What is Competency Modeling?

Competency modeling is an HR tool used to identify and define the skill and knowledge requirements of work positions. In a nutshell, it is a documented collection of core competencies necessary for the employee to maintain sufficient job performance.

Competency Levels

Most companies use two to three competency levels. An entry-level employee will provide specific support function with only limited experience. They generally support supervisors and initiatives while executing tasks and assignments. They may have the words junior, assistant or coordinator in their job titles. A mid-level employee is a specialist who drives projects or programs through their expertise and experience. They will execute programs, pass down initiatives, delegate tasks and review basic work quality. They may have at least five years of experience. A senior-level employee is a leader with a title like manager, director or administrator. They usually have at least ten years’ experience. An executive-level employee is one of the most senior leaders in their organization. They may have 15 to 20 years of experience. They will be responsible for finance, operational and human resource strategies.

Entry-level Staff

Entry-level employees will understand basic ways to improve operational efficiency and use their judgment to make controlled decisions. They will know when it’s necessary to consult with higher-level management on serious issues. They provide various services to internal and external customers, such as by providing customer service or responding to email inquiries. Entry-level employees implement solutions within defined business areas and within designated areas of responsibility. They must follow standard operating procedures and company policies when performing tasks. They must report workplace safety, legal and operational risks to management. Entry-level employees develop knowledge of general work practices and technology procedures. They must execute assigned tasks with minimal errors within established time frames. They work under the direction of a more experienced professional like a supervisor or team leader.

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Mid-level Staff

Mid-level employees are usually specialists or supervisors. They serve as the subject matter expert to managers regarding their assigned area. For example, a production supervisor will conduct investigations of workplace policy violations related to safety and quality. They will manage day-to-day operational functions and implement changes based on standard management techniques. They should apply policies and procedures across the organization in fair and consistent manners. Mid-level employees may request changes to policy, apply compliance knowledge and implement risk management solutions. They continually seek systematic ways to proactively improve organizational outcomes and performance processes. They work under the limited direction of a manager or director.

Senior-level Staff

These managers and administrators evaluate business processes and performances for strategic planning purposes. They design and recommend various projects and initiatives for different departments. They must maintain advanced knowledge of industry metrics and organization objectives. They align business strategies with departmental goals and achievements. Senior-level staff demonstrates fluency in the languages of finance, human resources, operational management and business administration. They create action plans for managing talent, market conditions, external audiences, budget requirements and organizational variables.

There are many generic competency modeling templates that HR professionals use to define and understand complex work roles and relationships. Competency modeling is usually conducted by experienced HR managers and directors in order to standardize work expectations, processes and policies.