A job description focuses on tasks, responsibilities, and expected outputs. A competency model focuses on the skills, abilities, attitudes, and behaviors required for success. In short, the job description says “what needs to be done,” while the competency model says “how it should be done.”

The required time depends on factors such as: • Organization size and number of jobs • Available data and resources • Level of manager and employee involvement Typically, developing and implementing a model in a mid-sized organization takes 6 to 12 weeks. Larger organizations may take longer.

No. Each role requires a different set of competencies. Some competencies are general and shared (e.g., teamwork, professional ethics, time management). Others are job-specific (e.g., leadership for managers, attention to detail for quality control roles). Thus, the model should combine general + specific competencies.

In principle, all organizations can benefit, but the greatest advantages are for: • Organizations seeking to standardize hiring and promotions. • Companies engaged in succession planning and leadership development. • Large, multi-unit organizations that need a common HR language. • Companies that want to make decisions based on reliable data, not just managerial preferences.