A truly effective competency modeling process doesn’t just serve the needs and purposes of the company or HR department; integrated with a performance management process, it can also include a focus on measurable outcomes and definable behaviors to help you, as an employee, by providing you the information you need to understand:

  1. What is expected of you in your current role – i.e., your performance objectives and scope of accountability
  2. The knowledge and skills you need to strengthen or develop in order to ensure a bright career path – in other words, your potential to grow and succeed within a particular field or company.

Too often, employees tend to view performance evaluations as a one-way street; instead, you should view this process as an opportunity to not only increase your output in your current role, but to also build the skillset you need to access those very positions you have set your eyes on for the future.

Become your organization’s “wish list”

Competency models are one of the best tools an organization can give its workforce. We already know that companies invest many resources in developing and implementing talent management programs, typically with the primary objective to optimize their workforce’s performance. In addition to serving this purpose, competency models also support management’s complex task of communicating clear job expectations to employees – an area where too many unfortunately fail. This leads to employees’ low opinion of the usefulness of performance evaluations.

Fortunately, by developing a competency model for your job, management can include “wish lists” of expectations – at every job level and for every role in the organization.  A model allows you to understand what needs to be done to boost your performance in your current role, while providing you with valuable information regarding the skills you need to acquire for career mobility and progression.

Think of a competency model as a checklist of requirements on an application form. A professionally designed model is clear and concise, and always accompanied by a competency dictionary defining the different skills and behaviors, as they apply to the company. It’s easy to see, with such a carefully defined roadmap, how a model can benefit you, as an employee – whether you are looking to hone your skills or acquire new ones.

Take the reins of your performance

To employees, performance reviews often seem like yet another utopian corporate process, but when the right competency models are in place, your career, your future and your skills – all of the elements that define you professionally – are placed at the center of the process, affording you the opportunity to:

  • Assess your own strengths and potential for growth within a field and/or company
  • Increase your self-awareness and natural capabilities
  • Improve your success rate
  • Draw up the map to your ideal career mobility journey

As an added benefit, properly designed competency models allow you to take the reins of your performance by giving you the ability to track and document your own accomplishment, giving insight into how well you have acquired and demonstrated those “wish list” behavioral indicators your employer seeks.

Learn more – “How Can A Job Competency Model Benefit You Personally?”

Visit our website for more details about how competency models and other talent management tools can help you forge a path toward an exciting and successful career.


WorkitectTo learn more about our products and services, and how competencies and competency models can help your organization, call 800-870-9490, email edward.cripe@workitect.com
or use the contact form at  Workitect.

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