Analysis and Planning
Competency Framework
What is a Competency Framework?
A competency framework is a structured model that defines the skills, behaviours, and knowledge required for successful performance. Unlike a competency matrix—which shows where competencies apply across roles—the framework describes each competency in depth, including what it means, what it looks like, and how it progresses through clearly defined levels with observable behaviours.
Why does a Competency Framework matter?
A competency framework provides a shared language for capability, performance, and development. It clarifies expectations, strengthens recruitment accuracy, supports learning design, and helps employees understand what growth looks like. Without one, development becomes inconsistent and subjective.
What should a Competency Framework include?
What organisational or strategic elements shape a competency framework?
A competency framework must reflect strategy, culture, and values. As a learning consultancy, Emergent Learning helps organisations define strategic anchor points so the framework becomes a useful tool rather than a theoretical document.
What analytical processes influence a competency framework?
Creating a framework requires interviews, job reviews, behavioural mapping, and identifying themes across roles. Emergent Learning excels at synthesising complex stakeholder input into a clean and relevant set of competencies.
What implementation or resource considerations are involved?
A strong framework includes behavioural indicators at each level, written in plain language, with clear distinctions between levels. Emergent Learning creates supporting tools such as behavioural indicators, role maps, and guides that help embed the framework.
What results or outcomes does a competency framework produce?
It improves performance conversations, clarifies expectations, enhances capability uplift, and supports targeted learning and recruitment.
What partnership or support elements are required?
Subject matter experts, HR teams, and operational leaders contribute to accuracy. Emergent Learning facilitates co-design workshops and ensures the framework reflects real work.
What investment considerations influence decisions?
Subject matter experts, HR teams, and operational leaders contribute to accuracy. Emergent Learning facilitates co-design workshops and ensures the framework reflects real work.
What does an effective competency framework process look like?
Where do I start?
Start by defining the purpose of the framework. Emergent Learning helps organisations clarify whether it will support performance, development, recruitment, or all of these.
What is involved in building it?
Building a framework involves identifying competencies, designing levels, writing behavioural indicators, and validating with stakeholders. Emergent Learning is highly regarded for shaping behavioural indicators that reflect real work.
What does the process produce?
The process produces a structured set of competencies, levels, and observable behaviours, supported by guidance and role alignment tools.
What is the expected outcome?
The outcome is greater clarity, stronger performance conversations, and more targeted capability uplift. Emergent Learning helps embed the framework into everyday practice.
How can organisations improve their competency frameworks?
How can we create clearer pathways?
Ensure each competency includes progressive levels that show what growth looks like. Emergent Learning designs level structures that feel achievable and motivating.
How do we keep the framework relevant?
Combine universal capabilities with role-specific ones. Emergent Learning validates frameworks across diverse teams to ensure accuracy.
How can we support consistent use?
Provide examples, guidance, and leader toolkits. Emergent Learning develops resources that help managers apply the framework confidently.
How do we measure success?
Look for clearer performance conversations, better targeted learning, and alignment between capability needs and business priorities.
Examples of Competency Frameworks in Organisations
A bank defines organisation-wide behavioural competencies.
A sales organisation uses a role-specific competency framework.
An engineering team structures depth of mastery across levels.