Competency models are foundational to effective talent management. Whether you’re building a framework for performance evaluations, learning and development, or workforce planning, the right model will define what “great” looks like across your organization.
This article explores four common types of competency models, along with their advantages and disadvantages, so you can decide which one best suits your goals. We’ll also show how modern competency management platforms simplify implementation and tracking.
Why Competency Models Matter
Before diving in, it’s worth clarifying: a competency model is a structured framework that outlines the specific skills, behaviors, and attributes employees need to succeed in a role.
Choosing the right model means thinking carefully about how competencies will be defined, evaluated, and tracked—and how they’ll feed into your broader talent strategy.
Externally Developed Competency Models
These are pre-built frameworks available through industry specialists, consulting firms, or government resources. They offer a fast way to launch a competency initiative—especially if you’re starting from scratch.
Advantages:
- Speeds up the model development process
- Leverages industry best practices and expert input
- Offers broad coverage of competencies you may not have considered
- Ideal as a foundation for customization
Disadvantages:
- May not align perfectly with your company’s culture or roles
- Requires effort to personalize and adapt
- Can lead to a “checkbox” approach if not tailored
Expert Panel Workshops
This approach brings together internal subject matter experts (SMEs) to collaboratively define competencies for a specific role or job family.
Advantages:
- Fast, practical method for collecting expert insights
- Builds internal alignment and buy-in from key stakeholders
- Customizable to reflect real-world performance needs
Disadvantages:
- May surface irrelevant or outdated competencies
- Risk of overlooking lesser-known but critical competencies
- Groupthink can lead to biased or narrow outcomes
Competency Surveys
Surveys collect input from employees across the organization—either broadly or targeted by role or level. Doing this with SaaS tool allows for quick, scalable data collection.
Advantages:
- Cost-effective and scalable
- Encourages company-wide engagement and awareness
- Helps validate or refine existing models
- Can generate large, reliable datasets when well-designed
Disadvantages:
- Critical competencies may be missed if not explicitly included
- Survey quality directly impacts result accuracy
- May be less effective without follow-up qualitative input
Job Task Analysis (JTA)
JTA focuses on what employees do—breaking down specific tasks and responsibilities. While typically used for job design and compensation, it’s also useful for highly specialized or technical roles.
Advantages:
- Produces detailed, validated job descriptions
- Complements other methods by capturing task-level insight
- Clarifies routine or repetitive functions
Disadvantages:
- Emphasizes tasks over the underlying competencies
- Can generate overwhelming levels of detail
- May blur the line between strategic competencies and admin duties
- Time-consuming and costly—especially for rare or hard-to-observe roles
Conclusion: Which Model Is Right for You?
Competency models are the backbone of effective talent development, performance management, and workforce planning. Selecting the right approach depends on your goals, resources, and company culture.
No single model fits every situation—many organizations benefit from a hybrid approach, combining surveys, expert input, and task analysis for maximum accuracy and relevance.
Modern competency-based learning platforms make it easier to implement these models at scale—linking them to skill development, performance tracking, and organizational goals.
Ultimately, the right competency model helps you define what success looks like—and empowers your people to achieve it.
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