Why You Need a Competency Dictionary

A competency dictionary is the backbone of effective talent management programs.

The Case for the Competency Dictionary

So, you’ve finally decided to check off one of your bucket list items: traveling to an overseas country. Here, you’ll experience new food, art, music, and culture.

But first, you’ll have to navigate the language barrier.

You’ve equipped yourself with a dictionary in case you need to ask for directions or look up an item on a menu. Normally, this would get you far enough as a tourist.

But what if locals use words that aren’t in your dictionary? Or your definitions are outdated? To successfully navigate a new language, you need easy access to up-to-date vocabulary.

Likewise, when you deploy a competency-based management strategy, your employees may be lost without a shared language. A comprehensive competency dictionary ensures conversations at every level are based on consistent definitions and standardized expectations.

What is a competency dictionary?

A competency dictionary lists and defines every competency your organization needs now and in the future. Competencies differ from skills, and they use behavioral indicators to show how employees can succeed in their role.

Using competencies in addition to skills in talent management helps organizations align performance with company goals, empower employees to see their potential growth, and build a dynamic workforce that can meet current and future needs. Additionally, managers and non-managers want more transparency about how their organizations make decisions on promotions. Competencies help leaders make more objective business decisions in a transparent way.

To implement any competency-based management strategy, you need a competency dictionary.

Each competency in a competency dictionary is made up of four parts:

1. The competency name: Identifies the competency in one to five words.  
2. The competency definition: A one-sentence summary of the competency’s objective.
3. Five proficiency levels: Provide the most value to competency-based management strategies.  
4. Behavioral indicators at each proficiency level: Define on-the-job behaviors as observable actions employees can take.

To see an example of this, download our free core competency sample pack.

How to Build a Competency Dictionary

To buy, or not to buy? That is the question. Let’s weigh the pros and cons of developing your own dictionary compared to buying one.

Developing Your Own

The pros:

• Creating your own competency dictionary ensures you have all the skills your organization needs to be successful.
• These skills will be described to match your organization's values, vision, and communication methods.

The cons:

• Developing your own competency dictionary from scratch is expensive and time consuming.
• It is rare for an organization to have the internal expertise to build its own competency dictionary.

Purchasing from Another Company

The pros:

• If you buy a competency dictionary from a reliable company, you can trust that it is backed by expert research. This dictionary can be used as a reliable resource for your talent programs.
• Purchasing saves you invaluable time you can put to other strategic work.

The cons:

• Someone else’s competency dictionary may not include all the competencies your organization needs to succeed now and in the future.
• Their competencies may also not reflect your organization’s values or language.

The Compromise

With two great options at your fingertips, why not get the best of both worlds? You can purchase a competency dictionary online, then customize it to make it work for your organization. Add competencies, edit the language, and update or add proficiency levels and behavioral indicators. With this approach, you’ll save time and end up with a competency dictionary that’s just right for your organization.

The Best Competency Dictionary

When we say, “the best,” we mean it. Our experts have studied and developed skills for more than 30 years, using scientific evidence to back our methods. One of our industrial and organizational psychologists and subject matter experts developed each competency available on Quinto. Quinto also uses big data to make sure our software suggests content that matches current job market trends and best practices.

What does this mean for you?

A competency dictionary should include every competency needed for each job in your organization. When it comes to determining what competencies are needed for a specific job, Quinto accurately suggests competencies using our own research and big data capabilities. All you have to do is review and select Quinto’s recommendations. Learn more about our offerings and what Quinto can do for you.