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Competency Model Building
Competency models or success profiles provide consistent criteria that enable the integration and alignment of human resources processes with your organization's business goals.
Schoonover Associates, Inc.'s approach to development focuses on using clear design criteria and model building best practices to link these success criteria to an organization's HR applications, evaluation processes and effectiveness measurements. We help you improve your business success by:
- Identifying key competencies that reinforce your organization's goals and culture
- Distinguishing the critical HR applications that support competency development
- Creating integrated competency-based approaches for all HR applications, including:
- Assessment
- Selection
- Development Planning
- Performance Management
- Succession Planning
- Learning and Development
- Career Development
- Pay for Performance
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Schoonover Associates, Inc. generally starts model building with its library of validated competency frameworks based on 20 years of behavioral and systems research. Based on the level of desired customization, we use various methodologies to develop a valid success profiles. Our library of competencies is derived from the following sources:
- Discrete studies with more than 100 organizations resulting in more than 500 competency models, skills profiles, and best practices frameworks
- More than 5,000 behavioral event or other in-depth interviews (e.g. executives, benchmarking, etc.)
- More than 600 group interviews, focus groups, and stakeholder meetings for model testing and refinement
- More than 8,000 feedback surveys for model testing and refinement
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Our Approach to Competency Model Development
We generally propose a "building-block" approach to creating competency profiles, frequently starting from our extensive database of validated models encompassing core values, levels of leadership, and virtually all functions and industries. This often entails creating competency clusters such as "core" (required for all employees), leadership by level (e.g., executive, mid-level manager, first-level supervisor) and functional/technical. This approach offers an excellent balance between simplicity and specificity since models for all employees can be "assembled" by adding building blocks from the three categories of competencies.
Our approach for developing competencies generally includes:
- Creation of approved interview and focus group protocols and model-building process
- Selected executive interviews
- Creating initial "strawman" models from preliminary data and use of our extensive database
- Focus groups for all targeted functions (including representatives from across management levels)
- Validation of the models through an online survey
- Refinement and signoff on the models by project change team and other key stakeholders
For many clients, Schoonover Associates transfers the technical capabilities for competency model development through its Interviewing and Model-Building Workshop. This workshop helps practitioners learn the fundamentals of behaviorally-anchored interviewing techniques and experience in thematic analysis of interviews and focus group data and best practices for designing competency models and related tools.
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Copyright 2003 Schoonover Associates 