Competency Levels Explanation
Each competency has four separately described levels of increasing capability and scope, so that you can quickly identify the level that is relevant to your current or target role.
Each level then contains specific behaviours, grouped by skill, to make them specific, recognisable, and easy to follow.
The four levels are cumulative, so all the skills and behaviours at a lower level (1, 2, and 3) contribute to and underpin those at the next one, right up to the most complex and senior level, 4.
A role may require different levels across the competencies. The target levels for an individual role or job holder can be decided using the wording in the level descriptors and the behaviours described in that level.
The table below gives a general overview of how the different levels are targeted.
This is a foundation level and the skills and behaviours here are typically relevant for all. There is still progression available through this level helped by how the skills are grouped and described.
This is typically required of experienced individual contributors, leaders, and managers. People at this level have added responsibility, and their actions and decisions directly impact people. They can influence others because of their experience and reputation.
This typically describes more complex skills and requirements and greater scope. People at this level face challenges caused by higher levels of responsibility and their actions and decisions impact more people, and affect the medium to long term.
This typically describes mastery level in individual contributors and strategic responsibilities for leaders and managers. People at this level face complex challenges caused by volatility, uncertainty, complexity, and ambiguity. They have the highest levels of responsibility and their actions and decisions impact at organisational level and the long term.