The difference lies in how the competency is assessed: by specific job behaviors or by the level of experience and proficiency expected for that role.
a) Behavioral indicators:
This methodology allows you to break down a competency into specific indicators that represent the observable behaviors associated with that competency. You can assign these indicators according to the role or job family.
This ensures that all employees holding the same role, or belonging to the same job family, are evaluated using the same competencies and indicators.
b) Development levels
By contrast, this methodology allows you to define different development levels for the same competency, according to experience or responsibility levels within the organization.
This way, you can evaluate the same competency across all roles while adjusting the required level according to the role's experience or responsibility. This allows the same competency to have different indicators depending on the assigned development level.
Example:
If we have the competency"Customer service"with three development levels, we can assign:
Level 1 to a junior role, which will be evaluated using the indicators for that level.
Level 2 to a specialist role, with more demanding indicators.
Level 3 to a senior role, with indicators appropriate to its level of responsibility.
Thus, you can evaluate the same competency across different roles, but with different indicators according to the development level you define for each role.
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