We are supporting the introduction of a competency framework into one of our clients.  The HR department of the client is looking to us to assist them in explaing the benefits of a framework to the two MDs of the organisation.  Bowland Solutions' project with the client involves us in designing the framework before a likely implementation in a performance review.

I felt it would be beneficial to start with a discussion on where competency frameworks are used - as I begin to build the client presentation I will add more information in other posts.

Competency frameworks are an essential element of 360 degree appraisal and a regular part of a performance appraisal form.   In both cases they ensure the assessment is placed against a set of behaviours that are appropriate for that organisation.

Competeny framework's are used less often, but just as effectively, as part of recruitment and promotion activity.  Indeed for one of our clients the competency assessment that is part of their performance appraisal system forms an essential part of the internal recruitment reports and training needs analysis that we run for them.

I also believe that the process of creating the framework has merit in itself.  To have an organisation discuss amongst itself the behaviours that are relevant to its success and the values that drive those behaviours is highly valuable.  Translating that framework into 360 degreee appraisals or performance reviews allows this conversation to be embedded within the organisation.

Brendan