Competency

Framework
National Transmission Despatch
Company Limited
How to use this tool
This workbook contains job specific, clearly define technical and behavioral competencies.

 In order to develop the competencies first understand the concept of the competencies provided on Tab-Introduction along with the
introduction to the document.

 Competencies have been classified into two major categories as explained on Tab-Types of Competencies with examples and as well as key
characteristics of the competencies.

 To smoothly develop a competency framework for the required position, detail methodology has been explained on the Tab-Competency
Framework Approach.

 Proficiency level are used to measure the level of one’s ability to demonstrate a competency on the job. Tab-Proficiency Level explains the
definition of proficiency level for this competency dictionary.

 Competency Dictionary on Tab-Competency Dictionary provides Technical and Behavioral competencies along with proficiency level
mapped across the required positions with the help of defined colors.
 Introduction
What is a Competency Framework?
A model that describes the cluster of knowledge and skills that are required to ensure performance excellence with an organization and
subsequently identifying the number of competencies applied to carry out a particular job.

What is Competency?
Competency is an attribute, knowledge, skill or other characteristic that contributes to successful job performance.

What is a Competency Dictionary?

A competency dictionary is a reference document that collates all individual competencies mapped with proficiency levels for each function. It is
also known as a competency matrix.

Use of Competency Framework / Dictionary

A well defined competency dictionary for any purpose is useful for recruitment, managing performance, advancing people’s careers and learning
and development. Competencies define clear, observable criteria for assessment and development, specify critical behavioral factors for
success, provide simple and commonly shared language for coaching conversations on how to move people to the next level, and support
important HR talent management processes.

Competency Dictionary

Competency Assessments

Competency Framework

Recruitment & Performance Career &Succession Learning &

Selection Management Management Development

Marginal competency Next year’s required Assist in establishing a Individual employee

gaps in critical competencies identified clearly defined career competencies that need
competencies identified during current year path & succession training and development
during recruitment planning programs

A well defined competency framework is linked to various HR systems and assists in creating an objective
and efficient HR framework

What is Competency Assessment?

Competency Assessment is evaluating individuals against assigned competencies to determine whether they are in the right role and at the right
level. Assessments can be done in many ways e.g. assessment centers, psychometric testing, interviews, case study etc. Assessment Center
approach will be a preferred approach to assess competencies for recruitment and career development and progression of employees at NTDC.
Key Characteristics of Competencies

Types of Competencies

Behavioral Competencies are the underlying individuals’ personal characteristics and attributes they bring
Behavioral Competencies to the work place which enable them to deliver a superior performance in a given job, role, or situation.

For example, Adaptability, Negotiation, Interpersonal Skills, Communication skills,

Leadership Skills, Team building, etc.

Technical competencies are competencies that relate directly to the nature of a specific job and address
Technical Competencies non-behavioral skills and abilities.

For example, HR Budgeting, Recruitment, HRIS Management, Training delivery, Payroll Management, etc.
Approach to develop competencies
1 Understand the Position

 List and identify key unique positions

 Understand organizational structure, department's mandate, objective

of the positions, as well as the Job Description and existing Competency
Framework

2 Gather the data

 Gather necessary data to develop the Competency Framework (e.g.
JDs, organizational structure, KPIs)

 Data of local and best practices and develop market insight

3 Developed competency model and proficiency levels

 Identify key themes (e.g.  Identify and prepare  Map skills scale
 Finalize list of  Develop the
Leadership, Recruiting, list of key behavioral and requirement for all
competencies Competency Framework
Operations, etc.) technical competencies competencies
Proficiency level ratings are defined as follows:

Definition

PL1: Basic PL 2: Intermediate PL 3: Advanced PL 4: Expert

 Indicators for Level 1  Indicators for Level 2  Indicators for Level 3  Indicators for Level 4

 Actively and consistently furthers knowledge on subject

matter and communicates leading practices and specialist
knowledge related to the competency to relevant teams and
groups

 Provides advice to team members, peers, and key client

stakeholders

 Is a resource for others of in-depth knowledge in

emerging trends and concepts related to the competency

PL 4: Expert

 Conceptualizes and educates others on lessons learned

previously and relevant principles and practices for future use

 Guides team to adapt and apply concepts, principles and

tools related to the competency area

 Demonstrates in-depth knowledge of the competency

principles and practices, including the ability to teach and
mentor

PL 3: Advanced

 Actively researches, formulates relevant questions and

seeks advice about specific concepts and after learning
attempts to progress independently

 Takes initiative and responsibility in applying concepts

and practices, sometimes independently and sometimes with
supervision

 Applies key principles, practices and techniques related to

the competency area to identify and communicate relevant
ideas, data and recommendations

PL 2: Intermediate

 Provides feedback and suggestions to the team to

improve application of basic principles and practices related to
the competency

 Applies basic knowledge related to the competency to

complete assigned tasks with supervision or peers

 Demonstrates a basic understanding of competency

verbally and behaviorally

PL 1: Basic
 Proficiency Level
PL 1 Basic
Project Delivery PL 2 Intermediate
PL 3 Advanced
PL 4 Expert

Chief Engineer Project Delivery (Regional Project Delivery Property and Real Estate
Behavioral and Technical Competencies GM Project Delivery (Zonal Offices)
Offices) Manager Dy. Manager Assist. Manager Manager Dy. Manager Assist. Manager

Analytical & Insight PL 4 PL 4 PL 3 PL 2 PL 1 PL 3 PL 2 PL 1

Business Acumen PL 4 PL 4 PL 3 PL 2 PL 1 PL 3 PL 2 PL 1

Coaching and Developing Others PL 4 PL 4 PL 3 PL 2 PL 1 PL 3 PL 2 PL 1

Behavioral Competencies

Communication and Influence PL 4 PL 4 PL 3 PL 2 PL 1 PL 3 PL 2 PL 1

Leadership PL 4 PL 4 PL 3 PL 2 PL 1 PL 3 PL 2 PL 1

Time / Project Management PL 4 PL 4 PL 4 PL 3 PL 2 PL 4 PL 3 PL 2

Quality of Service Delivery PL 4 PL 4 PL 3 PL 2 PL 1 PL 3 PL 2 PL 1

Relationship Management PL 4 PL 4 PL 3 PL 2 PL 1 PL 3 PL 2 PL 1

Strategic Orientation PL 4 PL 4 PL 3 PL 2 PL 1 PL 3 PL 2 PL 1

Team Work PL 4 PL 4 PL 3 PL 2 PL 1 PL 3 PL 2 PL 1

Project Management PL 4 PL 4 PL 4 PL 3 PL 2 PL 3 PL 2 PL 1

Commercial & procurement skills PL 3 PL 4 PL 4 PL 3 PL 1 PL 3 PL 2 PL 1

Requirements management PL 3 PL 4 PL 4 PL 3 PL 2 - - -

Solutions development PL 3 PL 4 PL 4 PL 3 PL 1 PL 4 PL 3 PL 1

Planning and Scheduling PL 3 PL 4 PL 4 PL 3 PL 2 PL 4 PL 3 PL 2

Resource management PL 4 PL 4 PL 4 PL 3 PL 2 PL 4 PL 3 PL 2

Budgeting & cost management PL 3 PL 4 PL 4 PL 3 PL 2 PL 4 PL 3 PL 2

Risk & issue management PL 3 PL 4 PL 4 PL 3 PL 1 PL 4 PL 3 PL 1

Technical Competencies

Quality management PL 3 PL 4 PL 4 PL 3 PL 2 PL 4 PL 3 PL 2

Business change & implementation PL 3 PL 4 PL 4 PL 3 PL 2 - - -

Frameworks & methodologies PL 3 PL 4 PL 4 PL 3 PL 1 - - -

Stakeholder management PL 4 PL 4 PL 4 PL 3 PL 2 PL 4 PL 3 PL 2

Change control PL 4 PL 4 PL 4 PL 3 PL 2 - - -

Business case development PL 4 PL 4 PL 4 PL 3 PL 1 - - -

Asset allocation PL 4 PL 4 PL 4 PL 3 PL 2 - - -

Benefits management PL 3 PL 4 PL 4 PL 3 PL 2 PL 4 PL 3 PL 2

Knowledge management PL 3 PL 4 PL 4 PL 3 PL 2 PL 4 PL 3 PL 2

Data Management PL 3 PL 4 PL 4 PL 3 PL 2 PL 4 PL 3 PL 2

Financial Analysis PL 4 PL 4 PL 4 PL 3 PL 2 PL 4 PL 3 PL 2

Knowledge of applicable Laws and Regulations PL 4 PL 4 PL 4 PL 3 PL 2 PL 4 PL 3 PL 2