Typically, the Job Family Competency Modeling process requires 3 meetings.
Meeting 1: Pre-Select Function Competencies
The purpose of the meeting is to verify that a narrowed list of pre-selected competencies, based on job descriptions, is useful for selecting Function Competencies. Thru pre-selection, instead of considering an entire library of 500 competencies, the list may be cut down to 50 competencies that might be a good fit. A second purpose of this meeting is to identify important competencies that are not currently found in the competency library. Meeting participants are 1-2 persons from a function, a meeting facilitator, and often an HR support specialist for the function. Meeting duration is typically 60-90 minutes.
Meeting 2: Select Function Competencies & Pre-Select Job Family Competencies
There are two purposes of the meeting; to select 5-10 competencies that apply to all members of the function and to select 5-10 competencies for each of the job families in the function. Meeting participants are typically 3 – 10 persons, including the function head and department heads, as well as a meeting facilitator and HR support specialist. Meeting duration is typically 2 – 3 hours.
Meeting 3: Select Job Family Competencies and Required Proficiency
The purpose of this meeting is to select desired proficiencies (e.g. beginner, skilled, advanced) for each job title in each family. A separate Meeting 3 may be held for each job family, or one meeting can be held for all job families. Participants are the same as in Meeting 2, department heads, and sometimes a few supervisors or job incumbents also participate.
There are pros and cons to the traditional job competency modeling and the expedited job family competency modeling approaches. Many organizations benefit from some of each method, depending on the jobs they are modeling. We have found that circumstances are a little different for each organization, for example, what data they want to collect, exactly how they want to structure competency modeling, who they have available to assist in the process, how much they want to do themselves versus getting external help, etc. Therefore, some tailoring occurs, and this in turn has led to continual enhancements.