Module 2/7 18 min
The structure of a competency framework
Step 1 / 4·The three competency groups in a framework
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Learning objectives — after this module you will:
- Distinguish the 3 competency groups: Core, Functional, Leadership
- Understand the structure of a competency dictionary
- Write a behavioral indicator to standard
Learn ~4 min
The three competency groups in a framework
Grasp the most common way to group competencies.
The three competency groups
| Group | Applies to | Example |
|---|---|---|
| Core | ALL employees — reflecting the company's values and culture | Integrity, Customer orientation, Collaboration |
| Functional | A specific job family / department | Financial analysis (Finance), Quality control (QA), Digital marketing (MKT) |
| Leadership | Management positions and the succession pool | Building teams, Strategic thinking, Leading change |
How many competencies is enough?
A pragmatic rule: each role should carry only 8–12 competencies (typically 3–5 core + 3–5 functional + 2–3 leadership if a manager). A 30-competency framework for one position sounds 'complete' but no one can use it — better few and alive than many and dead.
Key takeaway: Core for all, Functional by job, Leadership for managers — 8–12 competencies per role is enough.