Competency Assessment and Benchmarking

Position rating system (scale 1-5)

For competencies to be useful in organizational diagnosis, it is necessary to assign them an absolute numerical value based on their importance to the position.

An effective method consists of using a range scale from 1 to 5, where the minimum value represents a competency of little importance and the maximum value denotes a competency that is essential for the fulfillment of the objectives of the position.

This assessment must be agreed upon in working groups made up of managers, supervisors and organizational development analysts, who determine the weight of each attribute according to the purpose and nature of the tasks.

For example, in a customer service role, the communication competency will have a rating of 5, while for a technical operator it could be an important but not critical competency.

Comparison and gap detection matrix

The competency assessment process essentially consists of comparing the ideal profile required by the position with the actual profile exhibited by the occupant.

By comparing both values in a comparison matrix, the analyst can identify the existing "gaps", which are nothing more than the distance between what the company requires and what the employee delivers.

These gaps can be slight, moderate or critical, and their detection is the indispensable preliminary step to design specific training plans.

The objective is to make a constant rapprochement between both profiles to ensure that the personnel is fully qualified for the current and future responsibilities of the institution.

Summary

A numerical value from 1 to 5 is assigned according to the importance of the competency for the position. This consensus is reached between managers and organizational analysts.

The process compares the ideal profile required with the actual profile of the occupant in a matrix. Slight, moderate or critical gaps between the two profiles are detected.

Detecting these gaps allows the design of specific training plans. The objective is to bring the employee's profile closer to the current and future responsibilities of the institution.