What you get
- Your framework, your language – competencies, levels and descriptions exactly as your organisation or profession defines them.
- Linked to learning – each competency connects to the courses, activities and resources that build it.
- Evidence and sign-off – learners upload evidence; managers, mentors or assessors review and sign off.
- Learning plans – personal plans built from the gaps in each person’s profile.
- Progress at every level – individual, team and organisation-wide views for appraisals and workforce planning.
Example: the ICOS Skillnet competency model
For ICOS Skillnet we built an interactive competency model for Ireland’s co-operative sector. Members explore it as a wheel: from the sector (dairy, livestock or agri-business) to an area such as operations or admin and shared services, then to a function such as finance, and finally to the personal, business and technical competencies for that role. Each competency has a clear description and a downloadable PDF, and the model links directly to evaluation and self-evaluation tools and to a separate framework for board directors.
Try a simplified example below.
Works with self-evaluation and mentoring
Competency frameworks work best together with our self-evaluation tools and mentorship programmes: learners rate themselves, discuss the result with a mentor and agree a plan.