Job Competency Assessment Model
Job Competency Assessment Model is part of the competency appraisal process and considers the interests, contributions, roles and responsibilities, knowledge, and skills of the employee within the company.
Through these activities, businesses can provide a skills inventory and skill sets for each job title. Additionally, training programs or work assignments may be planned as mechanisms to prepare employees for subsequent roles within their career path at the company.
Job Competency Assessment Methods
To evaluate job competencies, organizations can use several methods, including:
- Self-assessments: Employees rate their own skills and competencies.
- Manager assessments: Managers evaluate their team members' performance.
- 360-degree feedback: Colleagues, subordinates, and supervisors provide feedback.
- Skill testing: Practical tests to assess specific technical or job-related skills.
- Behavioral interviews: Focus on past behavior and situational responses.
Stay inspired, Stay updated.
We are dedicated to passionately applying and promoting the Job Competency Model within the SEFIX EcoSystem worldwide.
Competency Model 7.0 » View template »
Job Competency Assessment Scenario
Job Competency Assessment Results
Job Competency Assessment Score
Rada Chart of Job Competency Assessment Results
Job Competency Assessment Process
To conduct an assessment for a job title, the focus should initially be on identifying the skill categories or skill items that have the highest impact, value, and contribution to the job role in your career path.
Once these are determined, covering all relevant knowledge and experience, you can select the appropriate proficiency level, complete your profile, and then submit it to your leader or project manager.
STAFF
- CREATE Profile or COPY / EDIT Existing Profile
- SELECT Skill Group and Category
- SELECT Job Competency Level for each Skill Category
- SUBMIT Job Assessment Profile to Leader/Manager
- REVIEW and COMMENT Job Assessment Profile
- APPROVE/REJECT Job Assessment Profile
Assessment Methodologies »
When does job competency assessment occur?
Job competency assessments typically occur in the following situations:
- Competency assessments occur at the beginning of the year: This indicates that the assessments typically take place at the start of the year, likely as part of performance planning, identifying skill gaps, or setting goals for the upcoming period.
- Competency assessments occur at the ending of the year: This indicates that the assessments typically aim to review the progress made over the past year, identify areas for improvement, and plan for the upcoming year.
- During Performance Reviews: To evaluate the current skills, knowledge, and behavior of employees and to assess how they align with the organization's expectations.
- When Preparing for Career Development: To determine the skills employees need to improve or develop for future roles.
- When Aligning with Organizational Changes: During changes in business strategy or workforce planning, to ensure employees have the necessary competencies.
- When Hiring or Promoting: To assess potential candidates or current employees for new roles or promotions within the company.
- Training and Development Programs: To identify skill gaps that need to be addressed through targeted training programs.
A closer look at the Job Assessment scenario of many job titles in the software industry.
Job Competency Assessment
Job competency assessment is a critical activity within your organization that determines the ranking of a job position within the business unit or organization.
Based on the assessment results, skills and knowledge are arranged according to their rating or merit within the competency framework. Consequently, the skills, knowledge, and behaviors outlined in the model determine the employee's job rank within the organization and their relative importance, integrating into the workforce system or training plan.
A closer look at the Job Assessment scenario of many job titles in the software industry.