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Information Broker

Tool: Skills and competencies

Typical use (type of issue/project)

To analyse the skills and behaviours demanded by each role, to identify gaps that the organisation needs to fill in order to function effectively and then to define the performance measures to motivate execution of identified roles.

Ease of use rating

Used by

Yourself and your team.

Tips for effective use

Start off by understanding each role, along with its mandate and expectations. With this understanding it is possible to recognise and consolidate the necessary skills and competencies which are required by an employee in that role.

Signals of successful use

Having input for the development curriculum and needs for each role due to an understanding of essential skills and competencies required in that specific area.

Signals of unsuccessful use

Not being able to identify all of the necessary requirements of a certain position or role.

Links to other tools

Process of a unit, Role profiles, RACI, Process analysis, and Work unit.

Skills and competencies

Identifying skills and competencies supports:

  • The development and career plans of employees
  • Sourcing and selection of positions
  • The creation of job descriptions and performance appraisals

A skill is the functional and technical knowledge related to a specific area (for example processes in a function) or other critical generic requirements (for example project management). Knowledge and application are usually developed with training and experience.

A competency is the typical behaviours required to successfully run a job (for example managing ambiguity, communication). Necessary competencies may be consistent amongst roles but the level of mastery of the competency may vary – for this reason, competencies can be divided by levels. (see example)

Competency Level 1 Level 2 Level 3
Managing ambiguity
  • Demonstrates continuous focus on delivery and does not allow self to become distracted by uncertainty
  • Sets a clear example to team and colleagues through calm, consistent behaviour at all times
  • Anticipates changes required when strategies change
  • Acts at all times with integrity
  • Acts at all times with integrity and remains calm
  • Ensures self and team remain on track to deliver results in changing environment
  • Adapts behaviour and priorities to meet changing business needs
  • Demonstrates continuous focus on delivery and does not allow self or team to become distracted by uncertainty
  • Translates complex situations into a clear plan
  • Proactively ensures team and personal priorities are always aligned with business needs
  • Remains focused on delivering results and prevents team from becoming distracted by uncertainty

Within any project or initiate, identifying the skills and competencies for each role requires:

  • Consideration of the required skills and behaviours necessary for the job.
  • Creating an impact analysis to identify the gaps between the as-is level of skills, range of behaviours and the to-be skills and behaviours.
  • Generate process analysis mapping from ‘as-is jobs’ to ‘to-be job’s based on the similarity of skills and behaviours to serve as an input into the change plan
  • Generate recommendations for ways the organisation can acquire needed skills, also an input into the transition change plan
  • Identify necessary performance measures for each role