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A competency can either be a specific learned ability that you need to perform a given job well, sometimes called a skill, or the application of knowledge to be successful in a given job. Typically, a competency is defined by a set of courses provided via the LMS. Competencies are acquired by fulfilling the training requirements, which can include completing one or more courses and passing any associated exams. This functionality has a broad array of options to support companies who adopt a skills-based learning process or who want to improve their re-skilling process.
You can specify different Proficiency Levels for competencies to provide multiple levels of attainment for learners. Proficiency levels are configured separately and can be applied to multiple competencies.
Competencies are closely related to Job Profiles. You can assign competencies to job profiles individually and by competency model, so that employees who are assigned the job profile are automatically enrolled in the courses required to acquire those competencies.
Competencies are awarded to learners after assessment. Competencies can be assessed and awarded to learners in several ways, subject to their configuration:
You can set the status of competencies to make them active or inactive. Only activated competencies can be assigned and awarded to learners, listed as current or expiring, or included in automated processing for competencies.
Competencies can have a fixed period of validity, with an expiry date set by the assessor or a specific number of days after the competency is awarded. They can also be revoked automatically when mandatory training material is added or when new revisions of mandatory training (that requires the effective revision) are published.
You define competencies within Competency Models, which are used to organize competencies. For example, you could configure separate competency models for different geographies, job roles, or specific areas of knowledge. You can configure access permissions for competency models to restrict access to their competencies to the appropriate learners, and to specify which administrators can view, edit, award and revoke them in the Manage Center and Career Development Center.
You can import competencies via the Competency Data Loader, and update their expiry dates via the Competency Expiry Data Loader.
You can import competency libraries from the Skills Framework for the Information Age (SFIA), and add their competencies to your competency models.
If the Enable competency groups system configuration setting is enabled, you can also create groups of competencies for convenient assignment to job profiles. For example, if you frequently reference the same competencies when defining management-related job profiles, you can create a competency group called Management, and select the group, rather than individual competencies, when defining management job profiles. You can assign a certification to a competency group so that when employees have acquired all of the competencies in a group, they are awarded the corresponding certification.
Competencies are available with the eLearning+, Learning and legacy Performance licenses only.
Administrators with unrestricted access to the Competency Manager features in System Roles (Manage Features > Competency Manager Features) can configure the competency features described here, and award and revoke competencies in the Manage Center.
Additional Information
Review Competencies in the Manage Center
About the Competency Data Loader
