A competency framework is a model that broadly describes performance excellence within an organisation. Such a framework usually includes several competencies that are applied to multiple occupational roles within the organisation. Each competency defines, in generic terms, excellence in working behaviour; this definition then establishes the benchmark against which staff are assessed.
A competency framework is a means by which an organisation communicates which behaviours are required, valued, recognised and rewarded concerning specific occupational roles. It ensures that staff, in general, have a common understanding of the organisation’s values and expected excellent performance behaviours. Competencies listed in the competency framework enable staff to have a clear understanding of the behaviours to be displayed and the levels of performance expected to achieve organisational results. They provide the individual with an indication of the behaviours and actions that will be valued, recognised and rewarded.
A competency framework helps organisations coordinate their general business strategy, vision, and associated positions. As a result, recruiters can select and recruit employees more effectively. Besides recruitment and selection purposes, competency frameworks are also used in career development, performance management and HR planning. Competency frameworks are used in many government and private organisations, including the EU administration.
The current competency framework used by EPSO comprises 8 general competencies: Communication, Critical Thinking, Analysing & Creative Problem-Solving, Decision-Making and Getting Results, Information Management (Digital and Data Literacy), Intrapreneurship, Learning as a Skill, Self-Management, Working with Others
The pre-2023 EPSO competencies were: Analysis and Problem Solving, Communicating, Delivering Quality and Results, Learning and Development, Prioritising and Organising, Resilience, Working with Others, and Leadership (AD only).
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