Build standardized competency systems for your entire organization
Competency Framework
A comprehensive competency management platform that helps organizations define, manage, and assess employee competencies. From building frameworks, setting up behavior indicators by level, assigning requirements to positions, to assessing employees and analyzing competency gaps - all in one system.
Build Competency Frameworks
Create competency frameworks with code, version, and lifecycle management (Draft, Active, Archived) to ensure data consistency.
Competency Groups & Competencies
Organize competencies into groups with code, icon, color, and display order. Each competency has its own definition and scope of application.
Levels & Behavior Indicators
Define up to 10 levels per competency, each with a name and specific behavior indicators for accurate and objective assessment.
Assign Requirements to Positions
Assign competencies to positions with required levels, weights, and mandatory/optional status through Position Requirements V3.
Employee Competency Assessment
Assess employee competencies with behavior scores, achieved levels, required levels, and automatic gap calculation.
Gap Analysis & Training Suggestions
Automatically analyze competency gaps and suggest appropriate training programs to close gaps effectively.
Complete Competency Framework Ecosystem
Noova Competency Framework provides a standardized platform to build, manage, and assess competencies across your entire organization. With strict version management and lifecycle control (Draft, Active, Archived), the system ensures competency data consistency throughout all HR processes from recruitment, performance evaluation to succession planning and career development.
Version Management
Draft - Active - Archived lifecycle ensures frameworks are immutable once activated, with support for creating new versions from existing ones.
Hierarchical Structure
Organized in 4 levels: Framework - Competency Groups - Competencies - Levels & Behavior Indicators.
Multi-Module Integration
Connects with Training, Performance Management, Succession Planning, and Career Pathing modules.
Reports & Analytics
Dashboard for competency gap analysis by position, department, and the entire organization.
Why Competency Frameworks Matter
Standardize Assessment Criteria
Establish unified competency criteria across the organization, ensuring objective and fair employee assessments based on specific behaviors.
Guide Employee Development
Identify precise competency gaps for each employee compared to position requirements, enabling personalized development plans.
Optimize Talent Placement
Match employee competencies to position requirements to make accurate decisions on placement, rotation, and promotion.
Connect Training to Competencies
Automatically suggest training programs based on actual competency gaps, ensuring training budgets are used effectively.
Who Benefits from Competency Frameworks?
Leadership & HR Strategy
Build organizational competency frameworks, define competency requirements for positions, and leverage competency data for strategic workforce planning.
HR & L&D Teams
Manage competency frameworks, assign requirements to positions, track assessment results, and design training programs based on competency gaps.
Line Managers
Assess team members' competencies, identify strengths and areas for improvement, and recommend appropriate development plans.
Employees
Understand competency requirements for their current position, identify gaps to close, and proactively develop themselves along a clear pathway.
Real-World Applications
Standardizing Competencies for a Multi-Industry Corporation
A corporation with 5,000+ employees across 12 subsidiaries used Noova Competency Framework to build a standardized competency system covering core competencies, leadership competencies, and functional competencies.
- Built a framework with 8 groups and 45 competencies in just 4 weeks
- Reduced competency assessment time by 70% with clear behavior indicators
- 100% of positions assigned specific competency requirements
Closing Competency Gaps Through Targeted Training
A technology company used competency gap analysis to identify training needs for 800+ software engineers and automatically suggest appropriate training programs.
- Identified 15 critical competency gaps requiring urgent training
- Increased employees meeting position competency requirements by 45% within 6 months
- Reduced training costs by 35% by focusing on actual gaps
Supporting Succession Planning and Career Pathing
A bank leveraged competency data from Noova to identify succession candidates for management positions and build career development pathways for high-potential employees.
- Reduced time to identify succession candidates by 50%
- Built career pathways based on specific competency gaps for 200+ employees
- Increased internal promotion rate by 30% through targeted competency development
Getting Started with Competency Framework
1
Build Your Competency Framework
Create a new competency framework with a code and version. Define competency groups (core competencies, leadership competencies, functional competencies) with icons, colors, and display order.
2
Define Competencies & Behavior Levels
Add competencies to each group with detailed definitions. Set up levels (1-10) and describe specific behavior indicators for each level as the basis for assessment.
3
Assign Competency Requirements to Positions
Use Position Requirements V3 to assign competencies to each position. Define required levels (1-10), weights, mandatory/optional status, and effective dates for each competency.
4
Assess & Analyze Competency Gaps
Conduct employee competency assessments based on behavior indicators. The system automatically calculates gaps between achieved and required levels and suggests appropriate training programs.
Competency Framework Features in Detail
Framework Management
Create and manage competency frameworks with strict versioning and lifecycle mechanisms, ensuring data consistency across the organization.
- Create frameworks with code and version (e.g., CF_NOOVA v1.0)
- 3-state lifecycle: Draft (editable) - Active (activated) - Archived (stored)
- Immutable when active: framework data cannot be modified while Active
- Create new versions from existing frameworks (clone) to update without affecting historical data
- Complete version history with creator, activation time, and archive timestamps
Competency Groups & Competencies
Organize competencies in a clear hierarchical structure with competency groups and component competencies, each with unique codes for management.
- Competency groups with code, name, description, icon, and custom color
- Competencies with code, name, definition, and scope (all, manager only, individual only)
- Customizable display order (displayOrder) for groups and competencies
- Embedded structure ensuring immutable snapshots when frameworks are activated
- Support for multiple types: core competencies, leadership competencies, functional competencies
Levels & Behavior Indicators
Define detailed competency levels with specific behavior indicators, creating an objective basis for employee assessment.
- Up to 10 levels per competency (from basic to expert)
- Each level has a unique name (e.g., Beginner, Capable, Proficient, Expert)
- Specific Behavior Indicators list for each level
- Clear behavior descriptions helping assessors and employees understand exact expectations
- Levels serve as the basis for automatic competency gap calculation
Position Competency Requirements (V3)
System for assigning competency requirements to positions with full framework version references, ensuring accurate traceability.
- Assignment with full references: frameworkId, frameworkCode, frameworkVersion, competencyCode, groupCode
- Required level (requiredLevelNumber) from 1-10 for each competency
- Mandatory (isMandatory) classification and weight for each requirement
- Separate lifecycle for position requirements: Draft - Active - Archived with effective dates
- Assessment usage tracking: usedInAssessments, assessmentCount
Employee Competency Assessment
Assess employee competencies based on specific behavior indicators, automatically calculating scores and gaps against position requirements.
- Assessment by competency with competencyCode and groupCode references
- Behavior scoring (behaviorScores) on a 0-5 scale with evidence documentation
- Automatic calculation of achieved level (assessedLevelNumber) and gap
- Comparison with position required level (requiredLevelNumber)
- Employee competency snapshot storage (EmployeeCompetencySnapshots) with validity periods
Gap Analysis & Training Suggestions
Automatically analyze competency gaps and integrate with the Training module to suggest appropriate programs, optimizing development budgets.
- Visual Competency Gap Analysis tab for intuitive insights
- Gap analysis by position, department, and across the entire organization
- Priority matrix classification: critical, high, medium, low
- Automatic Training Suggestions based on actual competency gaps
- Integration with Training, Performance Management, Succession Planning, and Career Pathing modules
Frequently Asked Questions
Common questions about Competency Framework
Ready to Build a Professional Competency Framework?
Join thousands of organizations using Noova to standardize competencies, assess accurately, and develop employees with direction through a comprehensive competency framework system.
