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.

This factsheet was last updated by Steve George: Digital Learning Portfolio Manager, HR and Employment Law, CIPD 

Steve manages content for all CIPD’s HR and Employment Law learning. He is a CIPD associate member. 

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