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Competency Mapping Services That Make Every Role Clear
Strong organisations know exactly what good performance looks like. For that reason, Synergogy's Competency Mapping Services turn vague job descriptions into precise, measurable capability. First, our Competency Framework Development builds the structure that defines every role. Next, a structured Role-Based Skill Assessment measures real capability against that standard. Together, these steps reveal the Behavioural and Functional Competencies each position truly demands. Finally, a focused Competency Gap Analysis for Training shows precisely where to invest in development — so every training pound is spent where it counts.
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The foundation
Behavioural and Functional Competencies: The Building Blocks
A competency is a blend of knowledge, skills and behaviours that a person needs to perform a role well. In short, it describes what good actually looks like — in observable, measurable terms.
Every role draws on two competency types. Functional competencies cover the "what": the technical knowledge and skills a job requires. Behavioural competencies cover the "how": the attitudes and behaviours that turn that skill into results.
Two Lenses, One Complete Picture
Used together, the behavioural and functional competencies form a full picture of a role. Consequently, hiring, development and performance decisions all rest on the same clear standard. Furthermore, this shared language removes guesswork and reduces bias across the organisation.
What we do
Our Competency Mapping Services
Our Competency Mapping Services are practical and end to end. Therefore, you move from an unclear role to a measurable capability standard — with expert support at every step.
Job Analysis & Role Profiling
First, we study each role in depth. As a result, its purpose, key tasks and target results become clear.
Competency Framework Development
Competency Framework Development gives you a structured framework of competencies. It then becomes the single reference point for every people decision.
Competency Dictionary Design
Each competency is defined in plain language. In addition, we describe what it looks like at every proficiency level.
Role-Based Skill Assessment
People are then assessed against their role. Consequently, you see real capability rather than assumed capability.
Competency Gap Analysis for Training
Required and current capability are compared side by side. As a result, you learn exactly where training will add the most value.
Manager & Assessor Enablement
Finally, your managers are equipped to use the framework. Therefore, the system keeps working long after our project ends.
The framework
Competency Framework Development for Your Context
A competency framework is the structure that holds your competencies together. However, no single framework suits every organisation. Therefore, Synergogy approaches Competency Framework Development around your size, structure and sector.
Three Models to Choose From
Organisational Model
A shared set of core competencies for everyone. As a result, it works well when you want one consistent culture and language across the business.
Job-Specific Model
Tailored competencies for each role or job family. Consequently, it suits organisations with diverse, highly specialised functions.
Hybrid Model
A blend of core and role-specific competencies. In turn, you gain organisation-wide consistency without losing role precision.
Scientific or Non-Scientific Approach
Furthermore, Competency Framework Development can follow two routes. For instance, a scientific approach uses validated psychometric tools across stakeholders. By contrast, a non-scientific approach relies on structured interviews and questionnaires. In either case, however, a thorough job analysis remains the key to robust Competency Framework Development.
Measuring capability
Role-Based Skill Assessment, Step by Step
A framework only creates value when people are measured against it. Therefore, our Role-Based Skill Assessment follows a clear, proven path from role to result.
Analyse the Role
First, we define the purpose, core tasks and success measures of each role.
Build the Framework
Next, the behavioural and functional competencies the role needs are selected and defined.
Set Proficiency Levels
Each competency is then described at clear, observable levels of skill.
Assess the People
After that, individuals are measured against the role through a structured assessment.
Map the Gaps
Finally, results are compared to the role standard to highlight priority development areas.
How We Assess Competencies
We match the method to your needs for validity, cost and time. For objective, scalable measurement, our psychometric assessments — including the DNA®25 Competency Assessment — work well. Alternatively, for richer, multi-source insight, our 360° Feedback Tool gathers ratings from managers, peers and direct reports. In addition, assessment centres offer the highest validity when a role is business-critical.
From insight to action
Competency Gap Analysis for Training and Growth
A Competency Gap Analysis for Training compares the capability a role requires with the capability a person currently shows. As a result, the gap between the two becomes your development roadmap.
- Sharper hiring, because every role has a clear standard.
- Lower early attrition, as new joiners are matched to real requirements.
- Focused training spend, directed only where genuine gaps exist.
- Stronger succession planning and clearer career paths.
- Fairer, evidence-based promotion decisions.
- Measurable development progress that you can track over time.
A gap analysis works best when it leads straight into action. Therefore, Synergogy connects every finding to practical learning. Our Workplace Learning practice and Micro Learning Labs™ turn priority gaps into focused, bite-sized development.
Moreover, the results feed naturally into a wider Leadership Development journey. Consequently, your training budget is spent where it genuinely moves performance.
Why Synergogy
Competency Expertise Built on Real Experience
Competency mapping rewards experience and judgement. Therefore, organisations across 23+ industries rely on Synergogy not just for a framework, but for the expertise to apply it well.
Decades of OD Experience
With 27+ years in organisation development and 500+ organisations served, our consultants have mapped competencies across nearly every function and sector.
Validated Assessment Science
We pair mapping with world-class instruments from TTI Success Insights, and our approach reflects guidance from bodies such as SHRM and the CIPD.
Consultant-Led, Not Template-Only
Every framework is built around your roles and strategy. As a result, you receive a living system rather than a generic document.
Connected to Your Talent System
Mapping links directly to our Organisation Development and OKR work, so capability supports real business goals.
Furthermore, your framework strengthens hiring and interviewing too. Our BEI Certification and DISC Assessment help managers select and develop people against the competencies that matter.
Questions answered
Competency Mapping FAQs
What is competency mapping?
Competency mapping is the process of defining the competencies a role requires and then assessing people against them. As a result, organisations gain a clear, fair standard for hiring, development and performance.
What are behavioural and functional competencies?
Functional competencies are the technical knowledge and skills a job needs. Behavioural competencies are the attitudes and behaviours that apply that skill effectively. Together, the behavioural and functional competencies describe complete role performance.
How long does competency framework development take?
It depends on the number of roles and the method chosen. A focused framework can take a few weeks, while an organisation-wide model takes longer. We always agree a clear timeline at the start.
What is a competency gap analysis for training?
A competency gap analysis for training compares the capability a role requires with the capability a person currently shows. Consequently, it pinpoints which skills to develop and where training budget should go.
Which roles can be mapped?
Almost any role can be mapped, from frontline positions to senior leadership. However, we usually start with business-critical or high-volume roles for the fastest return on investment.
Build a Competency Framework That Works
Book a consultation. We will map the behavioural and functional competencies your roles need — and show you how to put them to work.
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