e-Competency Framework 2.0
At the heart of every JD Unlocked toolkit lies a custom-built Competency Framework — created from your job description by our expert team.
Each framework is purpose-built by combining:
- Your job description (your current, role-specific document)
- Expert analysis by the JD Unlocked team
- Wealth of experience in Competency Framework development
- Technology-enabled interpretation and execution
Why It Matters
✅ Alignment across functions – Selection, onboarding, development, and performance tools all speak the same language.
✅ Cultural and leadership fit – Your custom e-Competency Framework 2.0 reflects not only tasks but how to observe, drive and measure success in your environment.
✅ Scalability and strategic value – What starts with one role can grow into a performance system.
✅ Cultural and leadership fit – Your custom e-Competency Framework 2.0 reflects not only tasks but how to observe, drive and measure success in your environment.
✅ Scalability and strategic value – What starts with one role can grow into a performance system.
The result? A competency map that’s specific, behaviorally aligned, and immediately actionable — powering every tool we deliver.
What’s Inside a JD Unlocked e-Competency Framework 2.0?
- Core and role-specific competencies
- Behavioral descriptors for all levels
- The descriptors facilitate a range of HR processes
- Alignment of role requirements across HR & Talent Management functions
We add role-specific descriptors to competencies to bring clarity, consistency, and context, making them observable, measurable, and actionable across every stage of the employee lifecycle.
These descriptors translate abstract traits into concrete behaviors, empowering HR practitioners and the Leadership corps to apply them effectively in recruitment, selection, onboarding, training, performance management, appraisal, career development, and succession planning.
The result is a fully integrated, competency-driven approach that aligns talent strategy with organizational performance.
Competencies and Descriptors
This extract of core and functional competencies for a Human Resource Management Department in the public sector is built on the JDs for the unit.
The Core Competencies apply to all roles in the HRM Unit.
Director, Human Resource Management
Core Competencies – Performance-Ready Descriptors
Communication: Clearly and effectively conveys information in both oral and written formats.
- Frames strategic messages that influence decision-makers
- Prepares high-impact reports, policies, and briefings
- Engages persuasively with internal and external stakeholders
- Aligns messaging across diverse audiences and channels
- Coaches others in effective communication practices
Integrity & Ethics: Demonstrates honesty, confidentiality, and adherence to institutional policies.
- Champions a culture of ethical behavior and transparency
- Ensures policy enforcement is impartial and consistent
- Leads by example in confidential and sensitive matters
- Holds others accountable to ethical standards
- Navigates ethical dilemmas using sound judgment
Director Role: Additional Core Competencies
Teamwork & Collaboration: Works effectively with others to achieve shared goals.
- Fosters cross-unit and inter-ministry partnerships
- Builds high-trust relationships at executive levels
- Promotes inclusive decision-making processes
- Mediates interdepartmental conflict constructively
- Mentors senior team members to work collaboratively
Results Orientation: Delivers timely, quality work with a focus on outcomes and service standards.
- Sets ambitious HR strategic objectives aligned with national priorities
- Monitors and adjusts plans based on impact metrics
- Holds self and others accountable for results
- Drives efficiency and performance improvements across the unit
- Balances strategic vision with operational discipline
Customer Service Orientation: Anticipates and meets the needs of internal and external stakeholders.
- Anticipates the HR needs of Ministries and their leadership
- Designs policies that improve service delivery and access
- Builds feedback loops to improve stakeholder satisfaction
- Resolves service escalations promptly and diplomatically
- Inspires a service excellence mindset in the HRM team
HRM Director: Functional Competencies
Strategic HR Planning
Aligns human resources strategies with the Ministry’s long-term goals, translating policy intent into measurable workforce outcomes.
- Aligns HR initiatives with the ministry's strategic objectives
- Forecasts workforce needs and succession risks
- Leads the development of multi-year HR strategic plans
- Synthesizes national HR policy trends to inform ministry practices
- Evaluates and reports on strategic HR outcomes
Leadership & People Development
Fosters leadership capacity and growth culture within the HRM function to enable talent continuity and performance.
- Coaches and develops senior HR staff for succession readiness
- Creates systems for identifying and nurturing high-potential talent
- Establishes and promotes a continuous learning culture
- Builds leadership capacity across all HRM functions
- Provides regular performance feedback and growth opportunities
Change Management
Leads ministry-wide transformation efforts by promoting readiness, reducing resistance, and guiding adoption.
- Leads ministry-wide change initiatives with clarity and structure
- Communicates the vision and impact of change to all levels
- Builds coalitions and change agent networks within the public service
- Manages resistance to change through inclusive planning
- Monitors adoption and impact of HR transformation initiatives
Policy Formulation
Designs and operationalizes compliant HR policies through consultation, stakeholder engagement, and legislative review.
- Designs and updates HR policies in compliance with national standards
- Integrates stakeholder feedback into policy drafts
- Reviews policies for legal, ethical, and operational impacts
- Leads policy consultations with unions and government agencies
- Ensures timely dissemination and training on HR policies
HRM Director: Performance Management Competency
Performance ManagementDevelops performance systems that drive accountability and reward achievement aligned with institutional goals.
Framework Development
Develops frameworks and tools for appraising performance across grades
Goal Alignment
Links performance outcomes to institutional goals and incentives
Training & Implementation
Trains supervisors on fair and effective appraisal practices
Monitoring
Monitors implementation and uptake of the performance system
Continuous Improvement
Uses data to refine and improve performance interventions
Senior Human Resource Officer
Ministry of People Development – Human Resource Management Unit
Core Competencies – Performance-Ready Descriptors
1
Communication: Clearly and effectively conveys information in both oral and written formats.
- Prepares clear reports, memos, and briefing notes for management
- Explains HR policies and procedures in plain language
- Participates confidently in meetings and presentations
- Listens actively to staff concerns and provides timely responses
- Uses appropriate tone and format in all official correspondence
2
Integrity & Ethics: Demonstrates honesty, confidentiality, and adherence to institutional policies.
- Handles grievances and sensitive issues with discretion and neutrality
- Upholds ethical standards in recruitment and disciplinary processes
- Applies HR policy without favoritism or bias
- Maintains confidentiality of personnel records and discussions
- Models professional behavior for junior HR staff
Senior HR Officer: Additional Core Competencies
1
Teamwork & Collaboration: Works effectively with others to achieve shared goals.
- Works collaboratively with HR officers, assistants, and other units
- Supports team efforts during audits, transitions, or reform exercises
- Shares insights and resources to help resolve team challenges
- Builds rapport with internal clients and other ministries
- Participates actively in cross-functional HR working groups
2
Results Orientation: Delivers timely, quality work with a focus on outcomes and service standards.
- Manages assigned tasks within set timelines and budget
- Monitors progress on action items and follows through
- Proposes practical solutions to improve HR service delivery
- Seeks feedback to refine work outputs
- Prioritizes work based on organizational impact
3
Customer Service Orientation: Anticipates and meets the needs of internal and external stakeholders.
- Provides accurate and timely advice to staff and management
- Resolves staff concerns with empathy and professionalism
- Anticipates HR information or documentation needs
- Maintains service records and tracks issue resolution
- Seeks feedback from stakeholders to improve support
Senior HR Officer: Functional Competencies
HR Operations Management
Oversees HR transactions, workflows, and documentation to ensure accuracy, compliance, and service excellence.
- Provides clear interpretations of HR policy to supervisors and staff
- Advises line managers on disciplinary and grievance protocols
- Analyzes HR trends to inform workforce planning discussions
- Prepares briefing notes and guidance documents for HR decisions
- Reviews and recommends HR policy changes for operational relevance
Staff Relations & Engagement
Supports a positive work environment by responding to concerns, facilitating feedback, and promoting inclusive practices.
- Investigates complaints and prepares objective case summaries
- Participates in disciplinary hearings as HR representative
- Advises on employee rights and due process in all HR actions
- Builds relationships with union representatives and legal counsel
- Maintains updated knowledge of employment law and practices
Senior HR Officer: Additional Functional Competencies
Recruitment, Selection & Onboarding
Coordinates recruitment and selection processes and facilitates onboarding experiences that support long-term fit and retention.
A critical functional competency for Senior Human Resource Officers involves managing the entire recruitment lifecycle.
- Designs and coordinates end-to-end recruitment processes
- Develops shortlisting criteria aligned to job specifications
- Guides panels on interview best practices and documentation
- Ensures transparency and compliance in all hiring decisions
- Reviews job descriptions and supports reclassification requests
Policy Application
Interprets and applies HR policies across departments, ensuring consistent and equitable execution.
Provides policy guidance to supervisors and staff.
Identifies and reports inconsistencies in application.
Assists in preparing HR policy awareness sessions.
Supports HRM in implementing updates or changes.
Recommends policy clarifications based on field feedback.
Capacity Building Support
Supports training needs identification and learning activities aligned with the HR competency framework.
Coordinates logistics for training programs.
Maintains training records and participation reports.
Gathers feedback to evaluate training effectiveness.
Assists in matching training with development plans.
Promotes staff access to learning opportunities.
Competency Frameworks — Evolved
The success of every JD Unlocked™ toolkit rests on what we call the e-Competency Framework 2.0 — a dynamic, tech-enabled approach to role clarity and performance alignment.
We are not applying a generic template.
Instead, each framework is:
- Extracted from your actual JD
- Enhanced through expert human insight
- Enabled by behavioral intelligence and technology
The result is a role-specific performance map that powers every output — from recruitment and onboarding to performance and development.
e-Competency Framework 2.0 is not just a better way to organize role expectations. It is how you align talent management decisions with purpose, culture, and results.