Most competency frameworks fail. They're created with great intentions, shared once in a company meeting, and then forgotten in a Google Drive folder.
Here's how to build frameworks that actually get used.
Why Competency Frameworks Fail
1. Too Generic
"Demonstrates leadership" is not actionable. Frameworks fail when they don't give specific examples of what good looks like.
2. Too Complicated
20-page competency documents don't get read. Keep it focused on what matters most.
3. No Buy-In
Frameworks created by HR without input from managers and employees feel imposed, not useful.
4. Never Updated
Companies evolve. A framework written 3 years ago might not reflect what the company needs today.
How to Build Frameworks That Work
Step 1: Start with Real Conversations
Interview your top performers. Ask: "What makes someone great at this level?" Document their answers.
Step 2: Focus on Observable Behaviours
Instead of "good communicator," try "shares project updates weekly" or "documents decisions in writing."
Step 3: Use Levels of Proficiency
For each competency, define what it looks like at each level:
- Learning: Developing this skill with guidance
- Proficient: Consistently demonstrates this skill
- Expert: Role models and teaches others
Step 4: Keep It Concise
Aim for 5-8 competency areas maximum. Each should have 3-4 levels of proficiency.
Step 5: Integrate into Existing Processes
Use competencies in:
- 1:1 conversations
- Performance reviews
- Promotion decisions
- Interview rubrics
Example Competency: Technical Excellence
Learning (Junior/Mid)
- Writes clean, readable code with guidance
- Follows established patterns and best practices
- Asks questions when uncertain
Proficient (Senior)
- Independently designs and implements features
- Makes sound technical decisions
- Reviews others' code constructively
Expert (Staff+)
- Sets technical direction for their area
- Improves engineering practices org-wide
- Mentors others on technical excellence
Conclusion
Good competency frameworks are living documents that help people grow. Keep them simple, specific, and integrated into how your team already works.
Build your competency framework with Pathfinder—it's designed to make this easy.