What is a competency?
Understand what competencies are, how they differ from skills and knowledge, and how to define and evaluate them in the workplace.
Why This Matters
If you're a manager, HR professional, or team leader, understanding competencies helps you recruit, develop, and evaluate people fairly. It turns vague performance expectations into clear, observable behavior.
Defining a Competency
A competency is a behavior pattern based on a combination of knowledge, skill, and attitude. It describes how someone gets the job done—not just what they do, but how they do it well.
Example – Airport Security Employee:
- Key Task: Check boarding passes and permits to detect fraud.
- Competency: Questions passengers courteously and assertively.
- Measure: 80% on checklist for behavior; 90% accuracy on permit validation.
How to Break Down a Competency
Use the ASK model—identify the Attitudes, Skills, and Knowledge needed to perform well.
- Example – Immigration Officer:
- Competency: Questions courteously but assertively
- Key Task: Checks passports and boarding passes
How Competency Differs from Skill and Knowledge
- Knowledge: Knowing how something works. (e.g., software features)
- Skill: Applying knowledge in action. (e.g., using software to create documents)
- Competency: Doing it to a standard. (e.g., creating a client-ready report, on time, without errors)
Competency Evaluation Levels
These levels describe how well someone performs a competency:
- Level 1 – Developing: Performs tasks impersonally or with minimal care.
- Level 2 – Operational: Performs with politeness and basic courtesy.
- Level 3 – Strong: Adds warmth and addresses individuals with respect.
- Level 4 – Excellent: Creates personal, positive experiences and builds rapport.
Types of Competencies
- Core: Linked to company values (e.g., customer focus, teamwork)
- Common: Shared across many roles (e.g., leadership, problem-solving)
- Technical: Job-specific (e.g., programming, market research)
Sample Competency Format
Title: Teamwork
Definition: Supports effective team relationships to meet shared goals.
Behavioral Indicators:
- Helps team members proactively
- Volunteers and gets involved
- Respects time and effort of others
- Shares expertise to support others
- Listens and values others' input
Frequently Asked Questions
What’s the difference between a skill and a competency?
Skills are about doing tasks. Competencies describe how well and in what manner those tasks are done—often tied to observable behaviors.
Can competencies be developed?
Yes. Through training, feedback, and real-world application, people can grow from Level 1 to Level 4 on a competency scale.
How are competencies used in performance reviews?
Managers assess behavior against set competencies to guide feedback, identify development needs, and support promotion decisions.
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