--- title: "Making competencies work: the nuts and bolts of the organisation" description: Take a look across all your talent management activities and see how your competency framework feeds into and is reinforced in each area. image: https://blog.head-light.co.uk/hubfs/Imported_Blog_Media/eyeem-42763732-nuts-and-bolts-web-4.jpg --- [![HeadLight-logo-from LF for website](https://blog.head-light.co.uk/hubfs/HeadLight_Sep2016/HeadLight-logo-from%20LF%20for%20website.png)](https://head-light.co.uk/) - [About Us](https://head-light.co.uk/what-makes-head-light-different/) ### [Our Clients Our clients come from industry, justice, government and not for profit sectors.](https://head-light.co.uk/our-clients/) ### [Case Studies Find out what people have said about Head Light and how we have helped.](https://blog.head-light.co.uk/case-studies) ### [Client Charter We like to be clear and upfront in how we work – and how we won’t work. 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It requires robust and secure software, solid processes and great administrators.](https://head-light.co.uk/administrator-training/) - [Our Blog](https://blog.head-light.co.uk) - [Blue Light Services](https://head-light.co.uk/blue-light-services/) ### [Blue Light User Group Sharing talent management best practice and collaborating on new features to the Talent platform.](https://head-light.co.uk/blue-light-user-group/) ### [Talent Management for Police 360, PDR and talent and succession planning for police officers and staff.](https://head-light.co.uk/talent-management-for-police-forces/) ### [Talent Management for Fire and Rescue Services 360, PDR and succession planning for fire and rescue services.](https://head-light.co.uk/talent-management-for-fire-and-rescue-services/) [TELL ME MORE](https://head-light.co.uk/contact-us/) # Making competencies work: the nuts and bolts of the organisation --- ### ![competencies](https://blog.head-light.co.uk/hs-fs/hubfs/Imported_Blog_Media/eyeem-42763732-nuts-and-bolts-web-4.jpg?width=287&height=216&name=eyeem-42763732-nuts-and-bolts-web-4.jpg)Embedding a competency framework across all your assessment processes is another critical step to making your framework come alive. It is surprising how often we find that different processes (e.g., leadership development programmes, 360 degree questionnaires and executive search briefs) adopt different criteria and use language that is not consistent with the core behavioural expectations in the organisation. You may need to: **Review your job descriptions** to ensure they don’t speak a different language to what people see when they are assessed in role. Check that your **360 assessments do not create confusion** over what’s really important in your business. Off-the-shelf questionnaires in particular might lead to this. Take a look at your **interview questions**. When you are recruiting people from outside the organisation, do your interview questions, criteria and other assessment processes all measure the same criteria? When people are assessed internally – either for development or for a new role – are the same criteria applied? Check what **information is given to prospective employees**, pre-induction. Are they given a realistic appreciation of what’s expected of them when they join?  What they need to do to be effective and successful in the organisation? Look at your **on-boarding process**. Does it help people to understand their current strengths and potential development needs in line with the competency framework? Are they clearly pointed towards sources of support and help in developing the required competencies for their role? Be clear how you **identify high potential** (for leadership, for customer-facing roles, for cross-functional projects etc.) Your competency framework should also set out the criteria by which you would spot this potential in people, rather than having a separate ‘potential model’ which just creates another layer of complexity and confusion for people. An obvious one, but check that your **performance management processes are consistent with the competency framework,** and that people have the opportunity and facilities to self-assess - whenever they want – against the competency framework. Work through **career paths and succession plans to ensure they are informed and supported** by your competency framework. Are people able to look at their competency strengths and identify other roles and functions which would enable them to play to these strengths, and develop other areas further? Take a look at **how your customer-facing staff are assessed**. What feedback is gathered about them, and shared with them?  Embed values and relevant competencies into customer feedback questionnaires or surveys, to help customer service specialists to understand how the behaviours impact their work and the effect it has on their customers. Seeing the relevance in this way (and understanding the impact your behaviour has on others) can bring your competencies more into the consciousness of employees, and reinforce the ‘right’ behaviours. How else have you made competencies work for your organisation? Competencies may not be fashionable right now, but they haven't had their day and many of us (for good reasons) are still using them! If you would like explore how we could work with you to [refresh and embed your competencies](https://head-light.co.uk/designing-your-competency-framework/) then do get in touch.   [![Get in touch](https://no-cache.hubspot.com/cta/default/2397834/df8130bb-66ee-4ece-b9c8-0b3a974eabe8.png)](https://cta-redirect.hubspot.com/cta/redirect/2397834/df8130bb-66ee-4ece-b9c8-0b3a974eabe8)   [Developing Competencies](https://blog.head-light.co.uk/topic/developing-competencies) [Talent Management](https://blog.head-light.co.uk/topic/talent-management) ## Related posts ### [The Police Leadership Commission Report: What It Means for Your Force](https://blog.head-light.co.uk/police-leadership-commission-report-what-it-means-for-your-force) The Police Leadership Commission report sets a clear direction for policing - and it has immediate i... 23 Jul 2026 ### [Organisational Insight: evidence that organisations fail to use](https://blog.head-light.co.uk/organisational-insight-evidence-not-used) Organisational insight is one of the most underestimated assets available to HR and business leaders... 13 Jul 2026 ### [How your Workforce Intelligence platform turns data into signals](https://blog.head-light.co.uk/workforce-intelligence-platform-turns-data-into-signals) Every organisation generates data about its people continuously. Performance ratings, development ac... 13 Jul 2026 [![HeadLight-logo-from LF for website](https://blog.head-light.co.uk/hubfs/HeadLight_Sep2016/HeadLight-logo-from%20LF%20for%20website.png)](https://head-light.co.uk/) [![Fosway-2025](https://blog.head-light.co.uk/hs-fs/hubfs/Fosway-2025-150x150.jpg?width=150&height=150&name=Fosway-2025-150x150.jpg)](https://blog.head-light.co.uk/news/head-light-fosway-grid-2025)   ### Useful Links - [Home](https://head-light.co.uk/) - [About](https://head-light.co.uk/what-makes-head-light-different/) - [Workforce Signals](https://head-light.co.uk/workforce-intelligence-platform/) - [Products](https://head-light.co.uk/products-overview/) - [Blue Light Services](https://head-light.co.uk/blue-light-services/) ### Workforce Signals - [Capability Intelligence](https://head-light.co.uk/workforce-intelligence-platform/workforce-mobility/) - [Organisational Insight](https://head-light.co.uk/workforce-intelligence-platform/organisational-insight/) - [Succession Intelligence](https://head-light.co.uk/workforce-intelligence-platform/organisational-insight/) - [View All](https://head-light.co.uk/workforce-intelligence-platform/) ### Our Products - [Talent 360](https://head-light.co.uk/products-overview/talent-360/) - [Talent Performance](https://head-light.co.uk/products-overview/talent-performance/) - [Talent Navigator](https://head-light.co.uk/products-overview/talent-navigator/) - [View All](https://head-light.co.uk/products-overview/) ### Consultancy & Training - [Consultancy & Training Services](https://head-light.co.uk/consultancy-training/) - [Designing your competency framework](https://head-light.co.uk/designing-your-competency-framework/) - [360 and performance assessment design](https://head-light.co.uk/assessment-design/) ### Support - [Contact](https://head-light.co.uk/contact-us/) - [Blog](https://blog.head-light.co.uk) - [FAQs](https://head-light.co.uk/faqs/) - [Resources](https://head-light.co.uk/resources/) - [News](https://blog.head-light.co.uk/news)   Copyright © Head Light Ltd. 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