Competency Model
Updated 2026-08-13
INTRODUCTION
English translation pending.
CORE DEFINITION
A competency model specifies the combination of knowledge, skills, abilities, and traits required for a role, typically grouped into core competencies needed in every post, professional competencies for specific posts, and leadership competencies for management, each with behavioral indicators and grading levels. The core claim is that this decomposition makes excellence definable, assessable, and developable: a vague demand for good talent becomes a concrete demand for a person with competencies X, Y, and Z, which supports selection, development, and evaluation on one standard.
SCAFFOLDING EFFECT
Reduce cognitive load
- Make excellence concrete: replace vague judgments with observable behavioral indicators per role. - Grade development: use the levels to show a person what the next step requires. - Align talent systems: hire, train, appraise, and promote against one documented standard.
Anchor fast decisions
Excellence is invisible as long as it is a general impression, because raters then apply private standards; once it is decomposed into observable behaviors with defined levels, two evaluators can score the same evidence the same way, and the learner receives a map of the gap between present behavior and the next level, which is what directs development effort.
MINIMUM ACTION
In progress 0/1Practice this model in one real situation:
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Source support: Explicit
- en.wikipedia.orghttps://en.wikipedia.org/wiki/Competenceverified
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