| Responses | Date | Author |
Hi Leonie
I've been involved with skills matrices and competency frameworks before and they are two different things. A skills matrix tends to grade levels of skill against a category eg: 0 = no skill needs training, 1 = able to perform with some assistance 2 = able to perform without any assistance 3 = can train others
So, this would be used to assess, typically, technical ability such as someone's ability to use a machine or a piece of software, for example.
Competency frameworks are more behavioural based and grade someone's level of competency against a pre-described behaviour. So, for example, 'Decision Making' would be the label and then you would have (similar to a skills matrix) a series of descriptors that describe in detail what the different levels of competencies should look like. Eg you might choose: Unskilled, Proficient and Competent as your levels - and then have a paragraph describing what each looks like.
This is just a very brief explaination! Apologies if you know this already. The danger of having people write in their own behaviours is that it then becomes very subjective and difficult to measure and evaluate someone's performance against. Pre-defined levels in skills and competency matrices are a much fairer way to manage performance. The best way is to start with what you want to get out of it and how you are able to measure performance.
Hope that is of some help.
Karen |
| 22/02/2020 | Karen |