Competency Framework Template Excel (135 competencies)

💡 How to use Zavvy's competency framework template

1. Start by selecting your core competencies from this database. All employees in the organization will share these. Typically, 3-5 core competencies are sufficient.

2. Select each department's relevant functional and technical competencies from this database.

3. If you want a simpler model, you could group technical and functional competencies. The key is to consult key stakeholders from each department to ensure you select the most relevant competencies for your company.

4. Creating a competency framework model involves a delicate balance between being comprehensive and maintaining focus. The number of competencies included should reflect the complexity and specific needs of the organization, as well as the roles within it.

However, keep the model to a maximum of 12 core + functional + technical competencies.

5. For senior levels and leadership roles, include leadership competencies. But keep the total number of competencies to a maximum of 15.

For a shortcut, access our leadership competencies framework.

6. Distribute core, functional, technical, and leadership competencies based on your organization's specific needs and structure.

For instance, if your organization is highly technical, you might allocate more to technical competencies. Similarly, if you are building a leadership pipeline or have many managerial roles, you should emphasize leadership competencies more.

7. If relevant to your performance management system, customize the performance metrics for each level according to your organizational objectives.

8. Remember, the quality and relevance of the competencies are more critical than the quantity. Ensuring that each competency is clearly defined and aligns with the organization's goals and values is essential.

❓ FAQs

What are the 5 components of competency?

The 5 components of competency are skills, knowledge, behaviors, attributes, and experience: 

• Skills: Practical or technical abilities required to perform a job.
• Knowledge: Understanding or awareness needed to perform a job effectively.
• Behaviors: How someone conducts themselves in a professional context.
• Attributes: Intrinsic qualities or personal characteristics.
• Experience: The level and type of experience required for a particular role.

How do you write a competency framework?

Creating a competency framework is integral to strategic human resource management, as it outlines the skills, behaviors, and attitudes necessary for employees to perform their roles effectively. 

Here are the steps for developing a competency framework and its structure, including the key components.

1. Identify organizational goals: Understand your organization's strategic objectives and values to ensure the competencies align with the corporate vision and direction.
2. Job analysis: Conduct a thorough analysis of the roles within your organization. You can use job shadowing, interviews, and surveys to understand the key tasks and responsibilities.
3. Determine core competencies: Identify the essential competencies across all organizational roles. These include teamwork, communication, and problem-solving.
4. Role-specific competencies: Determine competencies that are specific to each role or department. These should reflect the skills and behaviors necessary to succeed in those areas.
5. Develop behavioral indicators: For each competency, define specific behaviors that demonstrate the competency at various levels. These indicators help in assessing and measuring the competencies in action.
6. Involve stakeholders: Engage with employees, managers, and leaders to ensure the framework is relevant and accepted across the organization.
7. Review and update regularly: As the organization evolves, so should the competency framework. Regular reviews help keep it relevant and aligned with the business's changing needs.

What is the competency framework structure?

A competency framework has the following structure: 

• Core competencies: Skills and behaviors required by all employees.
• Leadership competencies: For those in managerial or leadership roles.
• Functional and technical Competencies: Specific to a particular job or department.
• Behavioral indicators: Examples of how each competency is demonstrated.
• Proficiency levels: Levels indicating the degree of mastery (e.g., basic, proficient, expert).

How do I create a competency framework template?

A competency framework template typically includes the following sections:

• Competency title: e.g., Teamwork, Leadership, Customer Focus.
• Definition: A brief description of what each competency means.
• Behavioral indicators: Specific, observable behaviors at various levels (e.g., beginner, intermediate, advanced).
• Role-specific requirements: Tailored competencies for different roles or levels within the organization.