Functional Competency Models
Salary.com functional competency models help employers align the necessary knowledge, skills and abilities with their jobs to assign success criteria and measure performance.
Each Salary.com job-competency model includes job profiles for all jobs in the model, all key functional (as well as business, individual and management competencies) behavioral-based proficiency descriptors unique to each competency and low- to no-cost learning references specific to each competency in the model.
Audit and Compliance
Administration
Application Services
Business Unit Support
Computer Operations
Corporate Communications
Corporate Functions
Customer Support
Data Management
Executive
Finance and Accounting
Human Resources
Infrastructure Management
IT Security
IT Service Management
Legal Services
Marketing
Network Services
Program/Project Management
Purchasing
Research and Development
Sales
Systems Management
Technology Development and Architecture
Training and Development
Insurance Industry Specific:
Actuarial
Claims Processing
Healthcare Insurance Management
Insurance Administration
Insurance Sales and Marketing
Loss Control/Risk Engineering
Provider Management
Quality Management & Compliance
Underwriting
Plus:
Audit and Compliance
Administration
Application Services
Business Unit Support
Computer Operations
Corporate Communications
Corporate Functions
Customer Support
Data Management
Executive
Finance and Accounting
Human Resources
Infrastructure Management
IT Security
IT Service Management
Legal Services
Marketing
Network Services
Program/Project Management
Purchasing
Research and Development
Sales
Systems Management Technology Development
and Architecture
Training and Development
Banking Specific:
Branch Banking
Card Services
Commercial Lending Operations
Retail Operations
Treasury Services
Plus:
Audit and Compliance
Administration
Application Services
Business Unit Support
Computer Operations
Corporate Communications
Corporate Functions
Customer Support
Data Management
Executive
Finance and Accounting
Human Resources
Infrastructure Management
IT Security
IT Service Management
Legal Services
Marketing
Network Services
Program/Project Management
Purchasing
Research and Development
Sales
Systems Management
Technology Development
and Architecture
Training and Development
Retail Specific:
Field Service
Loss Prevention
Online & Direct Mail Retailing
Retail Buying
Retail Operations & Administration
Retail Planning & Development
Store Management
Supply Chain Management and Logistics
Plus:
Audit and Compliance
Administration
Application Services
Business Unit Support
Computer Operations
Corporate Communications
Corporate Functions
Customer Support
Data Management
Executive
Finance and Accounting
Human Resources
Infrastructure Management
IT Security
IT Service Management
Legal Services
Marketing
Network Services
Program/Project Management
Purchasing
Research and Development
Sales
Systems Management
Technology Development and Architecture
Training and Development
Web Development
Manufacturing Specific:
Engineering
Facilities & Plant Management
Manufacturing Operations
Quality Management
Research & Development
Safety
Sourcing and Procurement
Supply Chain Management & Logistics
Plus:
Audit and Compliance
Administration
Application Services
Business Unit Support
Computer Operations
Corporate Communications
Corporate Functions
Customer Support
Data Management
Executive
Finance and Accounting
Human Resources
Infrastructure Management
IT Security
IT Service Management
Legal Services
Marketing
Network Services
Program/Project Management
Purchasing
Research and Development
Sales
Systems Management
Technology Development
and Architecture
Training and Development
Application Services
Business Unit Support
Computer Operations
Corporate Functions
Data Management
IT Infrastructure Library (ITIL)
Infrastructure Management
IT Security
IT Service Management
Network Services
Program/Project Management
Systems Management
Technology Development
and Architecture
Web Services
Audit and Compliance
Administration
Corporate Communications
Customer Support
Executive
Finance and Accounting
Human Resources
Legal Services
Marketing
Purchasing
Research and Development
Sales
Training and Development
Call Center Operations
CRM Management & Administration
Customer Outreach
Customer Services
Administration
Community and Public Relations
Facilities Management
Finance and Accounting
Food and Nutrition
Housekeeping
Human Resources
Purchasing
Sales and Marketing
Support Services
Training and Clinical Education
+ Leadership Competency Models
Leadership competencies represent groups of behaviors organized around themes that distinguish excellent performers in organization settings. These factors enable individual leaders, their coaches and organizations to assess, track and improve the identified behaviors required for success.
Leadership competencies represent groups of behaviors organized around themes that distinguish excellent performers in organization settings. These factors enable individual leaders, their coaches and organizations to assess, track and improve the identified behaviors required for success.
Under the guidance of internationally renowned expert Dr. Stephen Schoonover, Salary.com has developed a Holistic Leadership Framework, which consists of 32 leadership characteristic on three dimensions—Interpersonal versus Operational; Planning versus Acting; and Strategic versus Tactical (Organizational Level).
These dimensions give rise to Leadership Archetypes whose positive characteristics and potential pitfalls may include the following:
- The Visionary (Strategic Interpersonal Planner): Focuses on the future; but may lack practicality
- The Champion (Strategic Interpersonal Actor): Sponsors change; may not prepare adequately to enable change
- The Strategist (Strategic Operational Planner): Generates innovation; may focus too much internally
- The Orchestrator (Strategic Operational Actor): Focuses on key organizational outcomes; but may push initiatives despite the cost
- The Organizer (Tactical Interpersonal Planner): Creates trust and buy-in; may focus too much on building relationships at the expense of getting things done
- The Facilitator (Tactical Interpersonal Actor): Supports and encourages people according to their style; may avoid conflict and shun being directive
- The Initiator (Tactical Operational Planner): Sets clear objectives and outcomes; may fail to follow through with commitments
- The Achiever (Tactical Operational Actor): Drives work to completion; but may get things done at all costs
+ Competency Customization Services
Salary.com Competency Models expedite the roll out of your talent management initiative. With Salary.com Customization Services, you can speed up the tailoring of the Competency Model data to the specifics of your environment.
Salary.com Competency Models expedite the roll out of your talent management initiative. With Salary.com Customization Services, you can speed up the tailoring of the Competency Model data to the specifics of your environment.
The services offer basic functionality in Microsoft Excel that enable you to:
- Customize team roles and associated competencies and proficiency requirements
- Add, delete and change any aspect of the model components (Profiles, Competencies, Jobs, and Learning References)
- Add, delete and change data relationships and links between them
- Make global changes to accommodate company-specific language (e.g., “employee” vs. “associate,” “job” vs. “role”).
Alongside that functionality, we include a detailed Customization Guide that will lead you through the customization process while maintaining the integrity of your data. The goal of our Customization Services is to provide a user-friendly facility for making needed changes while minimizing the learning curve required for someone to become proficient in making the changes.
When you have completed the customization process, we will perform a one-time conversion of your data from the Excel workbooks into flat files for upload into your talent management system at no additional cost to you, or you can export the data directly yourself.
+ Competency Implementation Services
Our Competency Implementation Services (CIS) document the combined experiences of our competency consultants and the clients with whom they've worked.
Our Competency Implementation Services (CIS) document the combined experiences of our competency consultants and the clients with whom they've worked.
These services offer a variety of tools: tutorials, a project plan, document templates, meeting agendas, facilitation guides, best practices, PowerPoint slides and others. It underscores Salary.com’s ability to assist in rapid implementation of a competency-based workforce initiative.
Our Competency Implementation Services underscore our phased implementation approach and focus on:
- Ensuring that the jobs and competencies required to achieve the organization’s desired future are clearly defined and in lock step with business plans and directions.
- Providing individuals with information on competencies required for success in the organization’s various job functions.
- Providing individuals and managers with actionable information on current competencies and the gaps that may exist between the competencies that are currently on hand and those which are required for the future.
- Providing individuals and managers with actionable information on current competency strengths
- Providing both individual and organizational development plans to close selected gaps and take full advantage of strengths.
- Ensuring that competency data is properly maintained for use beyond the initial project and the demands of the moment.
The Salary.com Competency Implementation Services offer tested methods, tools and guidance for customizing our competency models and other competency data to fit your organization’s culture. In addition, we offer advice on how to implement competencies on a sustainable basis as part of your overall competency-based workforce initiative.
Small Business
Salary.com functional competency models help employers align the necessary knowledge, skills and abilities with their jobs to assign success criteria and measure performance.
