Create the framework

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Organize the competencies : Categorize the list by core values, basic competencies, functional competencies, and leadership competencies. Below are some examples of how you can do this.

Core values Core competencies Functional competencies Leadership skills Functional competencies Leadership skills Leadership skills Functional competencies Leadership skills Leadership skills Leadership skills
Diversity and inclusion, Compassion, Empathy, Integrity and honesty, Personal responsibility Communication, Collaboration, Remote work, Problem solving, Analytical skills, Logical reasoning Programming, Software Testing, DevOps, Cybersecurity, APA Style Editing, Compliance Global thinking, Problem solving, Conflict resolution, Emotional intelligence, Negotiation skills, Self-awareness
Examples of competency frameworks

Define competencies : You might think that competencies like communication, collaboration, etc. are coo email list obvious. Often, they are not. It is helpful to clearly define these competencies with their corresponding key actions. For example, if teleworking is a competency, you could define it as:

Ability to work independently outside the office
Time management skills
Ability to communicate effectively using text-based collaboration tools
Comfort with digital tools like video conferencing, screen sharing, screen recording, virtual collaboration, etc.
Emotional intelligence to detect discomfort or misunderstandings and resolve them proactively
Willingness to repeat/reiterate concepts to ensure they are understood
With this in mind, it also helps to give examples. For example, you can say: "When you sense that a colleague is having difficulty understanding something, you will proactively offer to help them."

Remember that competencies tend to be skills, attitudes, and behaviors that are difficult to measure as your KPI metrics . That’s okay, though. Consider qualitative measures to identify and develop them.

Competency Map : Once you have the categories, map them to each role. All employees likely need core values ​​and competencies. Spend time mapping functional and leadership competencies to the specific roles they apply to. Also define how these competencies contribute to career advancement.