Get started with competency management—without a big project
Use our competency libraries as a starter and adapt the language to fit your environment. Our AI assistant can suggest draft role competency requirements from your job documents. Publish a live model for stakeholder review and validation. Keep assessments to onboarding and annual cycles; between those points, individual development continues with small plans and quick progress notes.
The problem
- High level Competency names sit in job descriptions or spreadsheets; definitions vary by team.
- No clear alignment of roles and skills to organizational mission & objectives.
- Starting feels too hard —too many pages, too much theory, not enough practical value.
- No single “live” place that shows what’s important, what’s current, what changed, and what to assess.
- No clear links of skills/competencies to your learning resources.
What changes with Centranum
- Right structure first – Use our diagnostics to get the right structure for your competency model(s)
- Identify subject matter experts to help with or manage technical competencies
- Draft faster: pick from library starters and let AI assist propose competencies and indicators from your job documents—then you review and edit.
- Use your own terminology for skills/competencies/capabilities, competency types etc.
- Ensure competency criteria are observable and coachable
- Allow stakeholders to review the drafts, comment and validate
- Built-in governance: one live model with a change log; past results remain valid.
- When you are ready start assessments with simple scales to identify competency gaps
- Review real time reports and create individual development plans
- Keep development going between assessment cycles
How it works
- Choose a starting scope: one job family (e.g., Sales, Product Engineering, QA, Marketing).
- Draft role profiles & indicators: use library starters; upload job docs to let AI suggest coachable indicators (you approve/edit).
- Pick scale labels you already use (3/5/6-point, behavioural, etc.).
- Publish the current version (change log on); set role targets if you like.
- Baseline lightly (onboarding or annual); between cycles, keep development plans moving—no monthly re-ratings.
Common pitfalls (and how we avoid them)
- Focusing on core competencies – soft skills only. Functional & technical skills are needed as well for successful job performance.
- Failing to get stakeholder buy in – ensure key people have input and validate the model.
- Making it too complicated – start simple or staff and managers will be overwhelmed with too much information
- Over assessment – start with just a few key competencies per role to identify gaps and plan development.
What you'll see
- Central Competency Library with editing tools, links to learning resources
- Mapping tools for creating a directory of competency requirement sets and linking people to them
- Assessment tools for onboarding and regular cycle to identify gaps with individual dashboard and reports
- Team views —skill matrix to identify strengths and where to focus coaching
- Optional individual development planning & progress tracking
FAQs
Do we need to rewrite job descriptions?
We’re worried about AI quality/bias.
What’s the quickest way to get started?
Helpful guides
What is the best competency framework structure for our needs
How to Develop Competency Models
How to write coachable competency criteria – Competency statements that work