Continuing with our series of posts on implementing a 360 degree appraisal project, let me turn to competency framework design.

Competency frameworks are used by organisations for a variety of tasks – to support recruitment, promotion, career paths, development, training and more; they are clearly a topic in themselves.

For our purposes we are looking for the principles and a checklist for a competency framework that will support a 360 degree appraisal.

A competency framework should cascade from company objectives and values.

Without them you will generate a framework that is full of good intention but would equally apply to every other company and is unlikely to lead to behaviour that improves your organisation.

For 360 degree appraisal, the competency framework should be the simplest, cleanest framework that delivers the strategic intent of your 360.

Completeness is less important than focus. If the framework is only being used for 360 purposes then you only need the competencies and behaviours that you are currently  focusing on.

We firmly believe that the process of generating the framework is valuable in itself – asking managers and directors to consider which behaviours will lead to success is a fascinating exercise

In my next post I'll add some rules of thumb for the competency framework design.  Please feel free to subscribe to the blog (link in the top right hand corner) or if you want to get the full 360 degree feedback paper then please click here to download it.

Brendan