Creating a Competency Model
A competency model supports the achievement of goals, sets clear expectations, and promotes employee development. When creating a competency model, we identify the unique competencies that align specifically with your challenges, goals, and roles. We offer a comprehensive service that includes conducting interviews and focus groups, validating the results, refining them in collaboration with your organization’s experts, and conducting pilot assessments to ensure the competency descriptions are accurate. This allows us to create a unique model that supports the achievement of your goals.
The competency model supports employee development and the achievement of the organization's goals.
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Expertise
Fontes has the theoretical knowledge and experience collaborating with various organizations to create a logical, comprehensive, and practical competency model.
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Methodology
We involve a diverse group of people and use a variety of methods to create a comprehensive and robust model that supports development and enables us to achieve our goals.
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Assessment Experience
Our extensive experience in evaluating managers and specialists enables us to create a practical and comprehensive model for employee evaluation and development.
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Personality
We base our approach on your organization’s values, goals, unique challenges, and your employees’ vision. We take your context and strategy into account.
Service Description
To create a practical and comprehensive competency model, we have developed a process that allows us to gather information from a wide range of people, from top management to specialists. In this way, we develop a practical model that includes behavioural descriptions that are easy to assess and can be used to set development goals. Fontes has experience in creating competency models for various organisations in both the public and private sectors.
A competency model helps assess employee performance and set expectations for achieving goals. Based on this, it is possible to create a career model that provides employees with a long-term perspective for working within the organisation and supports their development. Based on the leadership competency model, it is also possible to formulate a leadership promise and value proposition to ensure high-quality leadership and strengthen the organisation’s brand.
The Process of Creating a Competency Model
Phase I: Gathering information and drafting the first version. We will compile relevant documents and materials, interview key stakeholders, conduct focus groups with representatives from various positions, and draft the first version based on the information gathered. We will form an expert group comprising key figures and representatives from various roles, with whom we will meet regularly to refine the model.
Phase II: Refining the model and preparing the second draft. We will present the created model to the expert group and, in collaboration with them, make refinements. We validate the model through interviews with representatives of various roles. As a result, we prepare a second draft.
Phase III: Pilot assessment and refinement of the competency model. We conduct a pilot assessment involving the employees being evaluated and their direct supervisors to test and refine the model. We ensure that the wording is understandable to employees and that the model includes essential behaviours and skills. Based on this additional feedback, we make final refinements and then deliver the competency model to the client.
To encourage the use of the competency model, we also offer to create a user guide and provide training to support its application during evaluations and development discussions. Both theoretical knowledge and practical skills are necessary for evaluation to avoid assessment errors and provide development-oriented feedback.
Service Providers
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Talentide analüüsi Hubi juht
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Juhatuse liige, arendustiimi juht
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Talentide analüüsi projektijuht
Lay the groundwork for achieving results.
Fontes experts have the knowledge and methodology to gather information and develop a competency model tailored to your needs.
Contact us!A competency model is an effective tool in talent management processes. It can be used in many activities: setting development goals and mapping development, for example, in the context of development or collaboration discussions; career planning, whether individually as a self-assessment tool or in collaboration with a career counselor, school administrator, or education policymakers; problem-solving, for example, as input for a coaching or mentoring process; planning training and development programs; and recruitment.
A competency model is particularly important when an organization has ambitious goals and a desire to gain a competitive advantage. It supports a fair and transparent management system by standardizing the principles of recruitment, development, and promotion. It helps ensure the continuous development of employees and managers. It is also valuable in managing change to align the team’s competencies with the organization’s expectations and goals.
Use the competency model to set expectations for achieving results.
Fontes experts have the knowledge and methodology to gather information and develop a competency model tailored to your needs. This model also supports employee development and organizational performance.