Cambridge
Academy
In London

Introduction

A competency framework clarifies what “good performance” looks like, supports hiring and development, and creates consistent expectations across roles. This practical program builds core skills in defining competencies, setting proficiency levels, building role profiles, validating with stakeholders, and implementing the framework in HR and learning processes using simple templates.

 

Course Objectives

• Define competency frameworks and where they add value

• Create competency groups and clear competency statements

• Build proficiency levels and behavioral indicators

• Develop role profiles and map competencies to roles

• Plan implementation, governance, and ongoing updates

 

Target Audience

• Organizational capability and talent development specialists

• HR business partners and workforce planning teams

• Learning and development teams aligning training to skills

• Line managers involved in role and performance standards

• Anyone supporting recruitment, development, or performance tools

 

Course Outlines

Day 1: Competency Framework Foundations

• What competencies are (knowledge, skills, behaviors)

• Types: core, functional/technical, leadership

• Linking competencies to strategy and culture

• Choosing scope: roles, job families, and levels

• Activity: Define the framework scope and success criteria

 

Day 2: Writing Competencies and Behavioral Indicators

• Competency structure: name, definition, observable behaviors

• Writing clear, measurable behavioral statements

• Avoiding vague language and overlap

• Grouping into domains and simplifying the library

• Workshop: Draft 8–12 competencies with behaviors

 

Day 3: Proficiency Levels and Role Profiles

• Proficiency scale design (e.g., 1–5)

• Differentiating behaviors across levels

• Building job family and role profiles

• Mapping competencies to roles (must-have vs nice-to-have)

• Activity: Create role profiles for three sample roles

 

Day 4: Validation, Assessment, and Integration

• Stakeholder validation workshops and feedback methods

• Simple assessment tools: self/manager ratings and evidence

• Calibration basics to reduce bias

• Integrating with HR processes: recruitment, performance, learning

• Case study: Validate and refine a competency set

 

Day 5: Implementation Roadmap and Governance

• Rollout plan: communication, training, and adoption steps

• Tools and templates: competency dictionary, role profiles, guides

• Governance: owners, update cycle, and change control

• Measuring impact: usage metrics and development outcomes

• Final project: Present a competency framework pack + implementation plan