Successful Organizations use Competencies

"With competencies, there’s a specific set of behaviors that make it clear. We can create interview questions around these competencies, and we can talk to people about where they need to be in their jobs, or what they need to move to the next proficiency level for the next job. It makes it very easy."
Tracey Piper
Vice President, Human Resources - Talent Management at Destination XL Group
"So, we have these eight or nine competencies, and then we have very specific one or two-sentence descriptors that are behaviors connected to the competencies. Once we were able to provide this data, these statistics to those in the health field, they were more willing to buy into the importance of peer workers."
Lauren Dickler,
Certification Coordinator - PSC | Peer Support Canada
"The competency assessments are a very important tool because if you cannot measure something, you cannot manage it. By using competency assessments, we can accurately measure how employees are performing and then help them manage their career and skills development."
Mr. Thamer Al Quadaimi,
Executive Manager of Learning and Talent Development - ELM
"We're really starting to be clearer about who we are as an employer and what we expect of our staff. It's helped us to determine the right kind of people. Then, when we have those people in place, it helps us to communicate with our staff in terms of what's expected."
Nazlin Mohamed
Supervisor of Employee Relations - Ontario Public Service Employees Union (OPSEU)
"Even something as simple as our onboarding process is now much more effective because we are focusing on the right skills."

Alex Andrews
Manager of Organizational Development - Rocky Mountain Equipment

Case Studies

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Behavioral Competencies
Technical Competencies
Leadership Competencies