Competency dictionary

Competency Dictionary comprises of the list of competencies identified for an

organization with details such as indicators, proficiency levels and tools to be used.

Before preparing a CD ensure that the following steps has been followed:

1. Framework of Competency mapping (for example: fundamental, functional

and leadership competencies as per CEO Model)

2. Identified competency through BEI and FGW

3. Identified competencies are critical or vital competencies rather than

required/desirable competencies (as per the definition of competency)

If you have all the three aspects then you can move to develop the CD.

CD is like a dictionary which would help any individual to understand how a specific
competency is being defined and measured. It takes into account the following
factors.

1. It is better to have CD based on levels/functions

2. It should have definition split-up in the form of indicators

3. It should have evidences that links to this indicators (positive or negative)

4. It should have proficiency levels defined precisely (the rating scale will be
varying from 4 point to 10 point scale but care should be taken that each of
the levels are exclusive to each other. Required proficiency level should also
be decided in this phase based on the BEI/FGW report).

5. Giving a code for the competency for easy identification (Achievement

Orientation : Code AO)

6. Instrument – Competency Matrix. This matrix would help in understanding

the instrument that would assess the specific competencies (the tool that
would measure a specific competency. It should be seen that a specific
competency is measured by atleast two tools and a tool can measure
minimum of two and maximum of four competencies. Do not club too many
competencies as it will lead to problems in tool development or in
assessment by the assessor)

7. Position – Competency Matrix. This matrix helps the individual in getting the
clear picture of what are the competencies for any particular positions (one
can have CD based on positions/levels/functions)
Regards

Dr. Kavita Shanmughan

Research and Development

• The Competency Dictionary can be used for many Human Resource Management purposes,
such as: A guide in creating job descriptions

• A guide for hiring managers during behavior-based job interviews.

• A self-assessment tool for employees and managers

• A performance management guide for managers/supervisors

• A training evaluation tool