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.

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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
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.

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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.

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Who uses the result of job title rankings?


Employees

Employees can use the rankings to better understand their career path, growth opportunities, and areas of development. It provides them with insight into the skills and competencies needed to advance within the organization.

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Project Managers and Department Heads

They utilize the rankings to assign tasks, allocate resources effectively, and ensure the right talent is assigned to specific roles or projects. This also aids in performance management and workload distribution.

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HR and Talent Management Teams

They use the rankings to assess employee skills, identify potential skill gaps, and ensure appropriate job classifications. This helps them in recruitment, employee development, and succession planning.

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Learning and Development (L&D) Teams

They rely on job title rankings to design training and development programs tailored to the specific needs of different job roles, helping employees progress through their career paths.

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Executives and Leadership Teams

They use the results to make strategic decisions about the organizational structure, workforce planning, and identify opportunities for training and development initiatives. Job title rankings help in ensuring alignment with the company's strategic goals.

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Talent and Recruitment Teams

Recruitment teams use the results to help benchmark job titles and align job postings with the skills and competencies required for different roles within the company.

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