Job Competency Model 7.0

A SEFIX-based Job Competency Model is a framework used to assess the skills, knowledge, behaviors, and attributes required for successful performance in a particular job or role within an organization. It helps to identify the key competencies or capabilities needed for employees to perform at a high level and contribute to the organization's goals. These competencies are often categorized into a combination of technical skills, soft skills, and behavioral traits.
However, For each business model and industry, you can customize the weight percentage for each competency component in the competency model to match your organization's needs.
Competency Assessment Model »
BUILD-UP Competency Components
A Build-Up Employee refers to an individual within an organization who is developed, nurtured, and equipped with the necessary skills and knowledge to grow into a more advanced or strategic role over time. This approach emphasizes investing in the employee’s personal and professional development through training, mentorship, and structured career progression.
Here’s a breakdown of how a Job Competency Model for Build-Up Employee is typically structured:
- Professional/Job-Specific Competencies (weight 0-40%)
- Specialized Skills
- Engineering Skills
- Job-Specific Business Domain
- Business Acumen Skills
- Sales and PreSales Skills
- Artificial Intelligence Competencies (weight 0-10%)
- Responsibility Competencies (weight 0-10%)
- Job Competencies (weight 0-5%)
- Performance Indicators (weight 0-5%)
- Organization Contributions
- Project Contributions
- Quality of work (accuracy, efficiency)
- Client or Customer Satisfaction
- Personal Contributions
- Team Contributions
- Behavioral Competencies (weight 0-20%)
- Soft Skills
- Power Skills
- Office Tools
- Client-based Interview Skills
- Walk-In Interview Skills
- Knowledge and Education (weight 0-10%)
- Job-Specific Knowledge
- Qualification
- Certification
- Foreign Language Skills
-
Work Experience (weight 0-5%)
- Years/Months of Working Experience in Job-Specific Technology Stack or Domain
- Years/Months of Working Experience in Job-Specific Technology Ecosystem
BUY-IN Competency Components
A Buy-In Employee refers to an individual hired from outside the organization, typically for their specialized skills, expertise, or leadership capabilities, to fill a specific role or address an immediate business need. This approach contrasts with building up employees internally, as it focuses on acquiring talent that is already well-equipped to handle the demands of the position.
Here’s a breakdown of how a Job Competency Model for Buy-In Employee is typically structured:
- Professional/ Job-Specific Competencies (weight 0-60%)
- Specialized Skills
- Engineering Skills
- Job-Specific Business Domain
- Business Acumen Skills
- Sales and PreSales Skills
- Artificial Intelligence Competencies (weight 0-10%)
- Job-Specific Responsibility Competencies (weight 0%)
- Job-Specific Role Competencies (weight 0%)
- Performance Indicators (weight 0-5%)
- Organization Contributions
- Project Contributions
- Quality of work (accuracy, efficiency)
- Client or Customer Satisfaction
- Personal Contributions
- Team Contributions
- Behavioral Competencies (weight 0-20%)
- Soft Skills
- Power Skills
- Office Tools
- Client-based Interview Skills
- Walk-In Interview Skills
- Knowledge and Education (weight 0-15%)
- Job-Specific Knowledge
- Qualification
- Certification
- Foreign Language Skills
-
Work Experience (weight 0-10%)
- Years/Months of Working Experience in Job-Specific Technology Stack or Domain
- Years/Months of Working Experience in Job-Specific Technology Ecosystem
Job/Role Competency Model Development and Implementation Process
a Job Competency Model is a tool that helps assess an employee’s current abilities, align them with job expectations, and identify areas for development. It supports recruitment, performance reviews, career development, and training, including steps:- Job Analysis: Analyze the specific job or role to determine the competencies required by stakeholders, SMEs, organization, and business leaders. More details »
- Competency Framework Development: Customize, Define and categorize the core, job-specific, and behavioral competencies based on SEFIX Competency Model and SEFIX Skills Framework. More details »
- Review and Validation: Ensure that the competencies are relevant to the organization’s goals and the job's needs. Needs to be reviewed and updated by SMEs, organization, and business leaders via some rounds. More details »
- Launch Pilot and Updation: The Launch Pilot and Updation steps are critical phases when implementing a Job/Role Competency Model to ensure it is effective, relevant, and continuously aligned with organizational needs. More details »
- Release and Publish: The Release and Publish step is a critical phase in the implementation of a Job/Role Competency Model. This step involves formally rolling out the competency model across the organization, making it accessible to all relevant stakeholders, and ensuring its integration into various HR and business processes. More details »
- Implementation: Integrate the model into performance management, training, recruitment, development processes, and launch specific tool. More details »
- Ongoing Review: Regularly update the competency model as the job roles or organizational needs evolve as well as innovations and trends of cutting-edge technologies. More details »
Role and Responsibility Components
Role Components
In the management model, a job role is not a responsibility, and vice versa, some people mistake a role as the job title, but there is more to it than just a designation.
The whole management process in business generally and the Software Engineering industry, in particular, it is comprised of different roles. It is possible for two or more people to have one or the same role, depending on what they do; But there are roles that are solely focused on the project management side of things, while others are more on the technical side.
The most common roles you will find in an organization of Software Development and Services setup include the Business Leader, a Project Manager, a Data Analyst, a Software Business Analyst, and a Team Leader. These roles then come with corresponding responsibilities or the specific Key Result or KPI results that are expected from these roles.
The Role of Generative AI (Gen AI) in the Software Development Industry is transformative, as it enhances efficiency, creativity, and scalability across various stages of the software development lifecycle. Generative AI acts as a powerful tool to augment human developers, automate repetitive tasks, and drive innovation.
Responsibility Components
Each role is responsible for defining one responsibility or many responsibilities within the organization, these are teams or committees tasked to do them.
He and she can do about it through various ways, using several models, methodologies, tools or software, and depending primarily on the types of the business or the operations of the organization, as well as the missions or goals, such as some of the common activities undertaken in the process of software development.
The responsibility to use Generative AI (Gen AI) in the software development industry encompasses ethical, technical, and operational considerations. These responsibilities ensure that generative AI is leveraged effectively, ethically, and sustainably to benefit individuals, organizations, and society at large.
Professional or Job-Specific Skills
The professional skills in the competency model are abilities and capacities acquired through deliberate, systematic, and sustained effort to effectively and adaptively perform complex activities or job functions, involving technical, business, management, cognitive, and personal skills.
Specialized Engineering Skills
Specialized engineering skills may relate to a specific job, task, enterprise discipline, or area of particular knowledge and expertise. Depending on their experience, interests, and ongoing learning, individuals may possess one or several specialized skills.
Artificial Intelligence Skills
AI Tools and Skills refer to the abilities and expertise required to effectively use Artificial Intelligence (AI) tools, platforms, and technologies to perform tasks, solve problems, and create value. These skills combine technical proficiency, analytical thinking, and domain knowledge to leverage AI tools in various industries and applications.
Generative AI Tools Skills refer to the abilities and expertise required to effectively use and leverage generative artificial intelligence tools to create content, solutions, and applications. These skills involve understanding how generative AI works, using specific tools, and applying them to various domains such as text, images, audio, video, and code generation.
Rare and Advanced Skills
Employees with rare, advanced, or expert skills will be rewarded, and the company will seek to recruit, retain, and reward them to align with both short-term and long-term tasks.
Subject Matter Expert
An SME (Subject Matter Expert) is a person with specialized skills or knowledge in a particular job or topic. SMEs are frequently consulted by instructional designers to extract valuable insights when developing courseware and learning programs.
Business Skills
The grade of business/domain skills is designed to give an employee a competitive advantage as they compete for positions in top projects and, eventually, for highly coveted jobs.
Management Skills
Management skills encompass anything that enables you to manage others effectively. While some skills may vary by industry, several are universal across nearly every work environment, including motivation, problem-solving, professionalism, communication, technical skills, innovation, and negotiation.
Leadership Skills
Leadership skills are those an employee uses when organizing others to reach a shared goal, such as delegating, providing effective feedback, conflict resolution, organization, and team building.
Power and Soft Skills
Personal skills are categorized into two types: soft skills and hard skills (domain specific skills). Soft skills include attitude, personality, emotions, habits, language proficiency, communication style, and social manners. In contrast, hard skills are more specific and are often associated with a task or activity, most times job-related is professional skills.
Power skills, also known as "essential skills" or "critical skills," refer to a set of interpersonal, communication, and problem-solving abilities that are crucial for success in the workplace, especially in leadership, management, and collaborative roles. These skills enable individuals to navigate complex situations, influence others, and drive positive outcomes in a team or organizational setting.
Performance Indicators
In the Competency Model, SEFIX provides objective evidence of progress toward achieving desired OKRs or KPIs (using points or efforts), whether working within or outside the scope of projects.
SEFIX has divided the Contribution component into three forms:
- Organization Contribution
- Project Contribution
- Personal Contribution
Project Contribution
Project Contribution are individual mandatory / voluntary efforts or time that contributed to a one project or more projects which in scope or out scope of their department.
Personal Contribution
Personal contribution means employee's giving something away during working — whether they are knowledge, skills, or experiences.
- Training / Coaching / Mentoring Team Members.
- Development of Question / Hypothesis.
- Data / Technical Researchs.
- Literature Review.
- Analysis Strategy.
- Analysis code.
- Code Review.
- Work Planning and Organization.
- Improving Teamwork and Collaboration.
- Testing Code and Procedures.
- Writing Reports.
Years/Months of Work Experiences
Years/Months of Work Experiences are individual efforts or time that worked in specialized activities of one project or more projects which in scope or out scope of their domain-specific job. Candidate needs to list their years or months of work experience to reflects the amount of time they've spent engaged in specific tasks or roles that are either directly related to or occasionally outside of their main job responsibilities.
- Years/Months of Working Experience in Job-Specific Technology Stack or Domain
- Years/Months of Working Experience in Job-Specific Technology Ecosystem
Knowledge and Qualification Components
In the Competency Model, SEFIX defines the Knowledge and Qualification component as the awareness of or familiarity with various technologies, platforms, business domains, procedures, or methods of creating things.
SEFIX has divided the Knowledge component into three categories:
- Specialized Knowledge and Methodology
- Education Background
- Professional Certifications
and based on three scopes:
- Personal Knowledge (Education and Qualifications)
- Procedural Knowledge (Methodologies and Knowledge)
- Propositional Knowledge (Professional Certifications)
Technology (Specialized) Knowledge
In the context of IT business enterprises or software engineering, technology knowledge refers to the understanding of how to create software products, software solutions, and software services, such as developing Enterprise Resource Planning (ERP) software.
Methodology Knowledge
Methodology knowledge relates to academic programs, technology and business trends, resource references, and scientific facts in the industry worldwide. For example, an employee understands how methodologies can improve performance and storage capacity for large databases.
Qualification and Certifications
Qualifications and certifications prove that an employee has successfully completed testing or assessments that meet the skills required for the job.
SEFIX adds value to qualifications and certifications by providing context for positioning them within the skills needed by the industry and business.