Learning means acquiring new patterns, with the ability to do something that couldn’t be done before. New patterns that enable us to make meaningful contributions in the support of organizations. These patterns are the competencies that determine our behavior, how we execute our jobs and how we accomplish goals.

Building a layerd competency framework

• At the strategic level, Core Competencies are distilled from the values that align with the mission and vision of the organization.
• At the tactical level you will find the Functional Competencies shared witin a department.
• The operational level is the most specific layer with the Job Competencies.
• Leadership Competencies are supportive of the Core Competencies, helping the people in an organization grow.

Grouping Competencies into themes or factors, will make them easier to manage.

Competency Evolution

The goal is to hold the appropriate competency level for the role being executed.

Competencies are split into degrees, and to the degree that you have learned a competency, you will have the ability to deliver the accompanied performance. The degree of a competency will flow during a career depending on the needs of the organization. Some will need to be enhanced while others will decrease over time.

Assessing a competency will require an ‘Evidence Type’ per level that defines what, exactly, can be accepted as valid evidence to demonstrate that the requirements of the level have been met.

At each level or degree an ‘Indicator Result Set’ will define the actual application objectives that have to be assed, using a graded rating scale. This Indicator result set will help you with your learning leading strategies to curate the learning content in creating learning programs and paths.

An obtained competency will fade over time, the estimated half-life is 3 years. Regular learning interventions, and assessments will be needed to maintain a competency degree.

Competency  Scope & Gap

When creating a competency scope it needs to be determined what competencies are needed within each competency set, and to what degree they must be attained.

Performance gaps will occur when:

• Missing a required Degree: to solve this, evidence must be provided that learning was completed that aligns with the objectives from the “Indicator Result set”.
• An attained Degree has expired: evidence must be provided by assessing the user in demonstrating the application of the objectives from the “Indicator Result set”.
• Active Degrees are obstructed: Practice and Training will not help here, but obstacles like performance punishments must be removed

Today we can develop great eLearning modules, but if they do not fit within a competency scope they will not be consumed and start gaining dust.

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