The competency level is a person’s ability to fulfil a specific role or function. Organisations must choose to recognise competence using a specific grading scheme that can be understood and adopted across the organisation. This may be a percentage-based approach (e.g. 0%-100%) or a level-based approach (e.g. Level 0-5).
Note that the numeric style of the actual level (e.g. percentages [%] or levels [0-5] etc) are not as important as the definitions that match them. The definitions are crucial to monitor, assess and report on competence, and together these form the basis of the competency model.
Importance of Monitoring Competency
Taking the time to monitor and assess the workforce across all relevant skills will enable an organisation to achieve the following:
- To discover the workforce skill champions
- To discover who requires training, or who has not yet been trained
- To Identify where expertise exists that is capable of training and up-skilling internally
- To discover who is suitable for promotion (succession planning)
- To allow succession planning in the event of unforeseen circumstances, or organisational change
- To demonstrate to customers that the organisation is capable of working to required standards