Competency Library and Mapping tools

Single source of truth

Maintain all your competencies in one central repository, so you make changes in just one place. Always access both current and historical records.

Supports multiple types, structures and frameworks

Centranum has a huge library of validated competency frameworks.  These include core, leadership and functional/technical competencies across many industries and specialisations including healthcare, enginering, logisitics, manufacturing.  The library supports all competency model structures from simple to multi proficiency level.

Dynamic library

Select and use our content and/or import your own competency sets. All the tools you need to easily customise and update your competency models as needs change. Define regulatory requirements as competency sets with a common language your staff will relate to.

Manage measurement & validation methods

Customize rating scales to competencies,  behaviours and standards. Include validation methods and linked learning resources.

Version Control

Use a publication protocol to manage versions and preserve historical data

Not sure where to start?  Use our AI assistant to tailor competencies specific to your industry, organization, operation and job roles.

Map Profiles for Development and Performance

Centranum’s Competency Mapping module links job roles to the specific competencies required for successful performance—enabling consistency, clarity, and alignment across the organization.

Organizations often define roles without clearly linking them to what people must know and do. Our mapping module makes that connection explicit—supporting hiring, onboarding, performance, and development.

Core and Leadership competency profiles can be mapped separately according to function and seniority.

Mapping competency requirements provides a clear and transparent view of career and learning pathways

Profiles for purpose

Map profiles according to purpose – the values based competencies usd in performance appraisal should have their own profile.

Core competenies can be part of a job specific profile or can be mapped separately.  Profiles are the templates for assessment so should be mapepd according to how you evaluate.

Job specific competencies are functional/technical/clinical

Review job context and accountabilities

This will determine the competencies you map to the profile.  If you don’t have suitable competencies in place you can use our AI assistant to suggest a suitable job competency model.

Map the profile

Select the appropriate competencies and indicators, at the relevant proficiency level if you are using proficiency levels.  If starting on your competency based management journey we suggest keep it simple with just a single set of indicators/behaiours per competency.

Validate Validate Validate

Always validate your competency models and profiles with the operational staff who will be using them, even if you have subject matter experts. That way you achieve buy in from users.

Keep it dynamic

Your operations are constantly changing – so should your competency set – review and update job specific competencies at least once per year.  Core and Leadership competencies are more perennial – but you should still check that your staff feel they are relevant and unambiguous.

• Build a company-wide competency framework and sub frameworks for different areas
• Ensure consistent expectations across regions or teams
• Map training and development to specific capability areas
• Define core and leadership competency models that align with business values
• Assign detailed competencies to each role or position with expectd proficince level – if any
• Align roles by streams or levels to simplify framework design
• Enable profile comparisons acrossd roles or individuals
• Show Career Path mappings to support career progression and succession planning