Business outcome
Clearer capability expectations
Employees and managers understand what effective performance requires.
Consulting Service
Competency Frameworks
Capability and talent decisions become inconsistent when the organisation lacks a shared, practical definition of effective performance in critical roles.
Business context
The priority behind the engagement.
Capability and talent decisions become inconsistent when the organisation lacks a shared, practical definition of effective performance in critical roles.
Overview
How the work comes together.
SPS develops competency frameworks that clarify the behaviours and capabilities required for roles, levels or workforce groups.
Frameworks are designed for practical use across development, performance, assessment and talent decisions, with language grounded in the organisation’s context.
Who it is for
The leaders this supports.
For HR, L&D and business leaders seeking consistent capability expectations across recruitment, development, performance or succession.
Diagnostic approach
Build clarity before action.
Discovery reviews strategy, role families, critical work, current frameworks, stakeholder expectations and the decisions the competencies must support.
Methodology
A practical delivery framework.
SPS identifies the decisions the framework must enable, develops evidence-based content with subject-matter input, tests usability and supports application across selected people processes.
Scope & deliverables
Framework design principles
Role or level architecture
Competency definitions and indicators
Proficiency guidance
Application tools
Implementation and governance plan
Outcomes & measurement
Define progress. Measure what matters.
Business outcome
More consistent people decisions
Assessment and development use a shared evidence base.
Business outcome
Better capability planning
Priority gaps can be identified against defined requirements.
Success measure
Framework coverage
Tracks completion for agreed roles or populations.
Success measure
User understanding
Assesses clarity and usability with intended audiences.
Success measure
Process adoption
Tracks use across selected people processes.
SPS agrees the baseline, evidence sources, targets and review cadence with the client. Progress is assessed through approved implementation evidence, stakeholder feedback and available workforce or operating measures.
Workforce alignment
Workforce pillars
- Workforce Capability
- Workforce Performance
- Workforce Acquisition
Primary buyer
CHRO
Other relevant buyers: L&D, HR, Business Head
Related & Recommended
Continue with relevant SPS expertise.
Next step
Discuss Your Consulting Requirement