Competency Framework by Hierarchical Level with Behavioral Indicators
Builds the organizational competency model with expected behaviors by seniority level.
Create a competency framework that clearly defines expectations at each hierarchical level, serving as the foundation for performance evaluation, promotion, recruitment, and career development.
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Prompt objective
Create a competency framework that clearly defines expectations at each hierarchical level, serving as the foundation for performance evaluation, promotion, recruitment, and career development.
Real use case
CI&T has 7 technical career levels (IC1 to IC7) and 5 management levels (M1 to M5), but promotion criteria are subjective and vary between managers. Employees complain about lack of clarity ('what do I need to do to get promoted?') and HR spends 200 hours per cycle resolving level disputes.
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Prompt
Build the competency framework for [COMPANY NAME], with [NUMBER] career levels: [LIST LEVELS, e.g.: Junior, Mid-level, Senior, Specialist, Coordinator, Manager, Director].\\\\\\\\n\\\\\\\\n**Structure:**\\\\\\\\n\\\\\\\\n1) **Organizational competencies (3-4, for all levels):**\\\\\\\\n- [COMPETENCY 1: e.g. Results Orientation]\\\\\\\\n- [COMPETENCY 2: e.g. Collaboration]\\\\\\\\n- [COMPETENCY 3: e.g. Innovation]\\\\\\\\n- [COMPETENCY 4: e.g. Customer Focus]\\\\\\\\n\\\\\\\\n2) **Technical competencies by job family:**\\\\\\\\n- Family [AREA 1, e.g. Engineering]: [TECHNICAL COMPETENCY 1], [2], [3]\\\\\\\\n- Family [AREA 2, e.g. Product]: [TECHNICAL COMPETENCY 1], [2], [3]\\\\\\\\n- Family [AREA 3, e.g. Sales]: [TECHNICAL COMPETENCY 1], [2], [3]\\\\\\\\n\\\\\\\\n3) **Leadership competencies (for management roles only):**\\\\\\\\n- People Development\\\\\\\\n- Strategic Vision\\\\\\\\n- Stakeholder Management\\\\\\\\n- Decision-Making Under Uncertainty\\\\\\\\n\\\\\\\\n**For EACH competency × EACH level, define:**\\\\\\\\n\\\\\\\\n| Level | Scope of Impact | Expected Behavior (3-4 indicators) | Concrete Examples |\\\\\\\\n|-------|-----------------|-------------------------------------|-------------------|\\\\\\\\n| [LEVEL 1] | Individual, defined tasks | - Executes with guidance... | - Completes sprint tasks... |\\\\\\\\n| [LEVEL 2] | Individual, partial autonomy | - Identifies problems and proposes solutions... | - Suggests process improvements... |\\\\\\\\n| [LEVEL 3] | Project/team, go-to person | - Influences technical decisions... | - Leads design reviews... |\\\\\\\\n| [LEVEL 4] | Area/department | - Defines strategic direction... | - Decides roadmap priorities... |\\\\\\\\n\\\\\\\\n**Promotion criteria (level N → N+1):**\\\\\\\\n\\\\\\\\nFor each transition:\\\\\\\\n- Prerequisites: minimum time in level [NOT recommended] or minimum deliverables [RECOMMENDED]\\\\\\\\n- Competencies that MUST be at \\\\\\\\
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