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A competency bank is the connective tissue between hiring, performance, and development. This library gives HR teams a consistent, level-differentiated competency framework they can use across the entire employment lifecycle.
Covers 50+ competencies across five domains: leadership and management, communication and influence, technical and functional, analytical and strategic, and personal effectiveness. Each competency has a definition and four level descriptors (early career through senior/leadership), making it immediately usable in scorecards, review forms, and IDP conversations.
FAQS
Q What is a competency bank and why does an organisation need one?
A competency bank is a structured library of the skills, behaviours, and capabilities that matter for performance and progression in the organisation. Having a shared framework means the same language is used in job descriptions, interview scorecards, performance reviews, development plans, and promotion decisions. Without it, each process operates in isolation — hiring assesses one set of things, performance reviews assess another, and career progression is defined by whoever happens to be in the room.
Q How many competencies are included and how are they structured?
50+ competencies across five domains: leadership and management, communication and influence, technical and functional, analytical and strategic, and personal effectiveness. Each competency has a plain-language definition and four level descriptors (early career, mid-level, senior, and leadership), making it immediately usable across the full seniority range without additional development work.
Q Can I select a subset for specific roles?
Yes — this is the intended approach. Identify six to eight core competencies that apply across all roles, then add three to four role-specific or function-specific competencies for each position. The Interview Scorecards in the suite use exactly this approach, drawing from the bank to build role-specific assessment tools.
Q Does this bank connect to the other documents in the suite?
Yes — it is the connective tissue of the suite. The competencies populate the Interview Scorecards, the Performance Management Template, the Annual Review, the Career Progression Guide, and the Individual Development Plan. The Complete Suite gives you a fully integrated, consistently languaged HR system from hiring through to offboarding.
A competency bank is the connective tissue between hiring, performance, and development. This library gives HR teams a consistent, level-differentiated competency framework they can use across the entire employment lifecycle.
Covers 50+ competencies across five domains: leadership and management, communication and influence, technical and functional, analytical and strategic, and personal effectiveness. Each competency has a definition and four level descriptors (early career through senior/leadership), making it immediately usable in scorecards, review forms, and IDP conversations.
FAQS
Q What is a competency bank and why does an organisation need one?
A competency bank is a structured library of the skills, behaviours, and capabilities that matter for performance and progression in the organisation. Having a shared framework means the same language is used in job descriptions, interview scorecards, performance reviews, development plans, and promotion decisions. Without it, each process operates in isolation — hiring assesses one set of things, performance reviews assess another, and career progression is defined by whoever happens to be in the room.
Q How many competencies are included and how are they structured?
50+ competencies across five domains: leadership and management, communication and influence, technical and functional, analytical and strategic, and personal effectiveness. Each competency has a plain-language definition and four level descriptors (early career, mid-level, senior, and leadership), making it immediately usable across the full seniority range without additional development work.
Q Can I select a subset for specific roles?
Yes — this is the intended approach. Identify six to eight core competencies that apply across all roles, then add three to four role-specific or function-specific competencies for each position. The Interview Scorecards in the suite use exactly this approach, drawing from the bank to build role-specific assessment tools.
Q Does this bank connect to the other documents in the suite?
Yes — it is the connective tissue of the suite. The competencies populate the Interview Scorecards, the Performance Management Template, the Annual Review, the Career Progression Guide, and the Individual Development Plan. The Complete Suite gives you a fully integrated, consistently languaged HR system from hiring through to offboarding.
