{"id":24071,"date":"2018-05-10T20:31:58","date_gmt":"2018-05-11T00:31:58","guid":{"rendered":"https:\/\/demo.wwwebdesignstudios.com\/client05\/competency-models-complex\/"},"modified":"2026-04-17T18:58:46","modified_gmt":"2026-04-17T22:58:46","slug":"competency-models-complex","status":"publish","type":"post","link":"https:\/\/demo.wwwebdesignstudios.com\/client05\/competency-models-complex\/","title":{"rendered":"Are Competency Models Too Complex?"},"content":{"rendered":"<p>&nbsp;<\/p>\n<h3 class=\"fusion-responsive-typography-calculated\" style=\"text-align: center; --fontsize: 16; line-height: 1.5; --minfontsize: 16;\" data-fontsize=\"16\" data-lineheight=\"24px\">\u201cGenius is the ability to reduce the complicated to the simple.\u201d<\/h3>\n<h3 class=\"fusion-responsive-typography-calculated\" style=\"--fontsize: 16; line-height: 1.5; --minfontsize: 16; text-align: right;\" data-fontsize=\"16\" data-lineheight=\"24px\"><em>C. W. Ceran<\/em><\/h3>\n<p>Many organizations are questioning the value of their existing competency models. Over the past few years, multiple clients and prospective clients have expressed their concerns or outright dissatisfaction with their models. Here are comments from several organizations:<\/p>\n<p>\u201cOur current competency models are so long and complex that managers and employees see them as just another HR program that is unusable and out-of-touch with the way we do business here.\u201d <em>Director of Talent Management, High Tech Company<\/em><\/p>\n<p>\u201cCompetency models have earned such a bad reputation that we are looking for an alternate name to call them.\u201d <em>CHRO of Consumer Goods Company<\/em><\/p>\n<p>\u201cToo academic and theoretical even for us.\u201d <em>Chief Administrative Officer for Educational Institution<\/em><\/p>\n<p>Based on detailed feedback from people in these and other organizations, there appear to be several causes of this dissatisfaction and lack of success.<\/p>\n<ul>\n<li>Models and applications are not driven by the business strategy and focused on producing superior organizational results. Thus, there is little or no support by top management.<\/li>\n<li>When not done correctly,building models with multiple levels of competencies can increase the size of a complete model to 25 &#8211; 50 competencies. Adding in multiple levels of proficiencies for each competency can then create textbook-sized models.<\/li>\n<li>People don\u2019t like working with large models that are difficult to comprehend and use, especially when it comes to applying them to selection, development, career planning, and performance management.<\/li>\n<li>Models created with a generic competency dictionary created by external consultants often do not capture the unique language and culture of the organization, and fail to resonate with employees. These dictionaries are often large and complex and integrated into a human resource information system, making it difficult and expensive to customize.<\/li>\n<li>Too much emphasis on research and validity often leads to comprehensive models that are not practical to implement.<\/li>\n<\/ul>\n<h2 class=\"fusion-responsive-typography-calculated\" style=\"--fontsize: 24; line-height: 1.5;\" data-fontsize=\"24\" data-lineheight=\"36px\"><strong>A BETTER WAY &#8211; KEEP IT SIMPLE<\/strong><\/h2>\n<p>Organizations have avoided these problems by creating concise competency models that are tailored for each organization and contain information that is most helpful to each employee. These models include:<\/p>\n<p>Short descriptions of each job or job role, in simple non-theoretical language that is easy for all employees and executives to understand and apply. Each description includes:<\/p>\n<p>1) Job Responsibilities, Tasks, &amp; Performance Measures<\/p>\n<p>2) Critical Abilities and Attributes (aka competencies) needed to perform the tasks in a successful or superior manner.<\/p>\n<p>3) Compilation of these competencies (typically 8-14), including competencies required to support the company\u2019s mission, values, &amp; strategy; with behavioral indicators for each competency (observable, measurable ways to demonstrate the competency)<\/p>\n<p style=\"text-align: center;\"><a href=\"https:\/\/workitect.com\/PDF\/Job-Competency-Model-Project-Manager.pdf\"><strong>Example &#8211; Project Manager position<\/strong><\/a><\/p>\n<h2 class=\"fusion-responsive-typography-calculated\" style=\"--fontsize: 24; line-height: 1.5;\" data-fontsize=\"24\" data-lineheight=\"36px\"><em><strong><a href=\"https:\/\/workitect.com\/competency-models-consulting\/\">BUILD MODELS THE RIGHT WAY<\/a> <\/strong><\/em><\/h2>\n<p><a class=\"fusion-no-lightbox\" href=\"https:\/\/workitect.com\/building-competency-models-workshop\/\"><img loading=\"lazy\" decoding=\"async\" class=\"aligncenter wp-image-21251 size-full\" title=\"Are Competency Models Too Complex?\" src=\"https:\/\/demo.wwwebdesignstudios.com\/client05\/wp-content\/uploads\/2026\/04\/WebBanner.jpg\" alt=\"BUILD MODELS THE RIGHT WAY \" width=\"800\" height=\"282\" \/><\/a><\/p>\n<hr \/>\n<p><em><strong>WE PROVIDE THE TRAINING AND COACHING TO GUIDE THE LAUNCH OF YOUR COMPETENCY-MODELING PROJECT &#8211; NEXT LIVE ONLINE BUILDING COMPETENCY MODELS WORKSHOP ON APRIL 9-11, 2024<\/strong><\/em><\/p>\n<p><em>There are several options for an individual to learn how to build competency models the right way. Attend Workitect&#8217;s live online <a href=\"https:\/\/workitect.com\/building-competency-models-workshop\/\">Building Competency Models certification workshop<\/a>. Participants can enroll in a public open-enrollment eight session program. The program can also be conducted exclusively for a single organization. Organizations with a Workitect <a href=\"https:\/\/workitect.com\/workitect-competency-dictionary-license\/\">Competency Dictionary<\/a> license receive a 30% discount of the tuition fee. <a href=\"https:\/\/workitect.com\/competency-based-talent-management-information\/\">Contact us<\/a> for details.<\/em><strong><br \/>\n<\/strong><\/p>\n<p><strong style=\"font-family: var(--body_typography-font-family); font-size: var(--body_typography-font-size); font-style: var(--body_typography-font-style,normal); letter-spacing: var(--body_typography-letter-spacing);\">Helpful Blog Posts<\/strong><\/p>\n<p><strong><a href=\"https:\/\/workitect.com\/competency-models\/tailor-vision-mission-values\/\">Tailor job competency models to your organization\u2019s vision, mission, and shared values<\/a><\/strong><\/p>\n<p class=\"fusion-responsive-typography-calculated\" style=\"--fontsize: 18; line-height: 1.5; --minfontsize: 18;\" data-fontsize=\"18\" data-lineheight=\"27px\"><a href=\"https:\/\/workitect.com\/competency-models\/conceptualizing-project\/\"><strong>Six Steps to Building Competency Models Step 1: Conceptualizing the Project<\/strong><\/a><\/p>\n<p><a href=\"https:\/\/workitect.com\/competency-models\/better-job-competency-models\/\"><strong>Build Better Job Competency Models<\/strong><\/a><\/p>\n<p><strong><a href=\"https:\/\/workitect.com\/blog\/build-buy-competency-dictionary\/\">Obtaining A Customizable Competency Dictionary<\/a><\/strong><\/p>\n<p><a href=\"https:\/\/workitect.com\/building-competency-models-workshop\/\"><strong>Learn how to build competency models the right way (workshop)<\/strong><\/a><\/p>\n<hr \/>\n<p><a href=\"https:\/\/workitect.com\/\">Workitect Website<\/a> &#8211; <a href=\"https:\/\/workitect.com\/about-competency-models\/\">Competency Models<\/a><\/p>\n<p>References: <a href=\"https:\/\/bts.com\/insights\/competency-models-are-failing-why\/\">Competency Models Are Failing. Why?<\/a><\/p>\n<figure id=\"attachment_25592\" aria-describedby=\"caption-attachment-25592\" style=\"width: 958px\" class=\"wp-caption aligncenter\"><a href=\"https:\/\/workitect.com\/competency-management-system\/\"><img loading=\"lazy\" decoding=\"async\" class=\"wp-image-25592 size-full\" title=\"Five Workitect Tools\" src=\"https:\/\/demo.wwwebdesignstudios.com\/client05\/wp-content\/uploads\/2026\/04\/Five-BlockGraphic_Bkg-copy.jpg\" alt=\"Five Workitect Tools\" width=\"958\" height=\"251\" \/><\/a><figcaption id=\"caption-attachment-25592\" class=\"wp-caption-text\">Workitect Tools for Assessing, Developing, &amp; Retaining Talent<\/figcaption><\/figure>\n<p style=\"text-align: center;\"><a ref=\"magnificPopup\" href=\"https:\/\/demo.wwwebdesignstudios.com\/client05\/wp-content\/uploads\/2026\/04\/Workitect_33018-copy.png\" data-caption=\"\"><img loading=\"lazy\" decoding=\"async\" class=\"aligncenter size-full wp-image-21706\" title=\"Are Competency Models Too Complex?\" src=\"https:\/\/demo.wwwebdesignstudios.com\/client05\/wp-content\/uploads\/2026\/04\/Workitect_33018-copy.png\" alt=\"Workitect\" width=\"200\" height=\"66\" \/><\/a><\/p>\n<p style=\"text-align: center;\">For additional information, call 866 306 7755, email edward.cripe@workitect.com<br \/>\nor use the contact form at <a href=\"https:\/\/workitect.com\/competency-based-talent-management-free-proposal\/\">Workitect.<\/a><\/p>\n<p style=\"text-align: center;\">\u00a92024, Workitect, Inc.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>&nbsp; \u201cGenius is the ability to reduce the complicated to the simple.\u201d C. W. Ceran Many organizations are questioning the value of their existing competency models. Over the past few years, multiple clients and prospective clients have expressed their concerns or outright dissatisfaction with their models. Here are comments from several organizations: \u201cOur current competency&#8230;<\/p>\n","protected":false},"author":3,"featured_media":24074,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"inline_featured_image":false,"footnotes":"","_wp_rev_ctl_limit":""},"categories":[19],"tags":[38,46,21,22,24,28,35],"class_list":["post-24071","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-competency-models","tag-business-strategy","tag-competency-dictionary","tag-competency-modeling","tag-competency-models","tag-hr-strategy","tag-talent-management","tag-talent-strategies"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.4 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Are Competency Models Too Complex?<\/title>\n<meta name=\"description\" content=\"Some competency models are so long and complex that managers and employees 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