Competency frameworks, when done well, can increase clarity around performance expectations and establish a clear link between individual and organisational performance. When developing and implementing a framework, care needs to be taken to balance detail with flexibility and avoid an overly prescriptive and non-inclusive approach.

This factsheet investigates the nature of competence and competency frameworks, both in theory and practice. It highlights the strengths and weaknesses of competency-based approaches and offers guidance for developing and implementing frameworks effectively.

Contents

To continue reading, log in or become a member

Affiliate membership offers instant access to CIPD resources without the need for assessments or study, or explore your options to become a professional member of the CIPD to demonstrate your commitment to the world of work.

  • Access to exclusive, up-to-date resources
  • Become part of a community to learn, debate and connect with other people professionals
  • Free access to a series of CIPD learning courses and a discount on the rest of our catalogue
Instant access Explore membership
  • Factsheet

    Pay fairness and pay reporting

    Find out what's meant by fair pay, what pay information UK employers must disclose by law and the opportunities pay narratives bring.

    For Members
    • Factsheets