The process of analyzing work (either via competency modeling or job analysis) begins with an assessment of the organization's needs, ultimate uses for the information, and other characteristics. See a walkthrough of the process.

While most competency modeling and job analysis efforts are similar in nature, there are some important features to consider when conducting such an effort, and knowledge of these pieces of information can help to best meet the needs of your organization and help you to avoid legal action in the future.

Your Issues

Some important details that ICF considers when conducting competency modeling efforts and/or job analyses include the:

• Purpose or target application of the effort
  
  
• Extent to which the application is free from legal or union review
  
  
• Number of specific job titles to be included
  
  
• Extent to which there are planned changes in the organization that may influence the application or the analysis
  
  
• Extent to which the results of work in the target jobs is observable and/or dynamic

ICF has experience working with addressing each of these issues and will work closely with your organization to design the approach best for you.

Our Team

Our team offers competency modeling and job analysis services, including the following:

• Individual job competency models (also called bottom-up competency models)
  
  
• Organization-wide competency models (also called "core" or top-down competencies)
  
  
• Job analysis (sometimes referred to as task analysis)
  
  
• Strategic or future-oriented job analysis
  
  
• Worker-oriented job analysis (also called "job specification")
  
  
• Cognitive task analysis

For More Information

Have questions? Check out our Frequently Asked Questions.

If you're interested in learning how ICF can help to improve your organization through competency modeling or job analysis or to learn more, please contact competencies@icfi.com.