Competency models

A concrete reference point instead of "needs to grow"

"This employee needs to develop" isn't actionable on its own — develop toward what, exactly? A competency model answers that: it describes which skills, and at what level, a given position requires, turning a vague sense of growth into a specific, comparable list.

What the profile actually drives

Once a position has a competency profile, three things become concrete instead of subjective:

• Assessment — 360° assessment rates the employee against the same list every rater sees, not an open-ended impression.
• Development — the gap between current and target level becomes the input for an individual development plan.
• Course selection — training gets picked to close a specific, named gap, not assigned by department-wide default.

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