The following In-House Advisor guidance note provides comprehensive and up to date legal information covering:
A competency framework in itself changes nothing about the organisation unless it is implemented correctly. Buy-in needs be obtained at all levels if you are to deliver the results you are after. Senior managers need to 'walk the talk' and the framework needs to become embedded in the day to day operations of the department.
This Practice Note will guide you through the key stages of implementing a competency framework and will cover:
what is a competency framework?
why a competency framework is needed
how to get the buy in from senior management
how to consult and engage with the workforce
the best methods of communicating the framework
reviewing and amending the framework so it continues to meet the needs of the organisation
In summary, a competency framework defines the knowledge, skills and attributes needed for people within an organisation. Each individual role will have its own set of competencies needed to perform the job effectively.
Competency frameworks are common throughout the public and private sectors, and have evolved as organisations looked for ways to communicate not just what an individual should do as part of their role, but how they should do it and how that relates to the needs of the organisation. The Solicitors Regulation Authority (SRA)‘s competence statement requires a solicitor to 'act
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