What are competency frameworks and how do they work?

1. What is a competency framework?

A competency framework comprises of the core capabilities – or competencies – that describe the knowledge, skills, and behaviours required for those who work within a particular occupation, for example, custody and detention staff. They can also be used to describe the knowledge, skills, and behaviours needed across multiple roles within a specific area, for example, mental health awareness or safeguarding.

A framework is particularly relevant to those who oversee policy and operations as these are the people who are responsible for commissioning, designing, and developing staff training. Frameworks also provide robust guidance for organisations to commission and deliver training.

2. What is the purpose of a competency framework?

The use of a framework will:

• Support a standardised training offer by aligning learning with the required skills, ensuring consistency, relevance and measurable development outcomes.
• Guide the focus and aims of training delivery by giving clear objectives and aligning with organisational goals.
• Ensure the operational relevance of training by aligning training with role-specific skills, industry standards and organisational objectives.
• Allow for greater transferability and flexibility of staff by developing universally applicable skills, which enables adaptability across roles, departments, and projects.
• Improve the quality and consistency of training provision by standardising learning objectives and aligning with organisational standards.
• Help organisations build role descriptions and assess workforce skills.

Frameworks also support the development and planning of the current and future workforce, so are often used in combination with workforce planning solutions . For example, competency frameworks can be used to help assess the competencies a workforce needs to meet service user demand and they can be used to help design services and roles in a workforce plan. The Non-Custodial Career and Competence Framework is a good example of a competency framework with a clear connection to the justice sector.

3. What are the advantages of using a competency framework?

Competency frameworks can set clear standards for the knowledge and performance criteria expected across a range of different occupational areas such as communication and working with others.

They can provide a standardised approach to working practices and staff will know and understand what is expected of them for their role and level.

They provide a common language and help staff to better understand their role and supports management of performance.

4. How often are competency frameworks reviewed and updated?

They should be reviewed every 3-5 years to ensure they remain fit for purpose. They should also be reviewed:

• Whenever there has been a significant change to organisational working practices.
• When there has been a change to policies, procedures or regulations.
• When there has been an update to the relevant underpinning National Occupational Standards.
• When the language used by those in the workforce has changed in response to developments in the sector.

5. Which competency frameworks have Skills for Justice helped create?

We have recently been involved in a framework to support staff dealing with those with health care and wellbeing needs. It helps staff understand where to sign post people to or what support can be offered service users.

Working with our sister organisation Skills for Health, we helped develop the Non-Custodial Career and Competence Framework. This framework ensures that identified roles within healthcare settings, such as in criminal courts and mental health facilities, have clearly articulated competences, learning and development requirements, and on-going professional development opportunities.

6. How are competency frameworks developed?

We work with subject matter expert groups of employers to agree the scope of the framework and then hold focussed workshops to refine the detail of the competencies that need to be included.

We will work with employers to agree the structure of the framework and then go into the detail of what each of the overarching areas (such as performance criteria and knowledge and understanding) might look like, the intended audience of each of the levels within the framework, and the detail behind each of the competencies. The ‘domains’ and capability statements will help the workforce to either sign post a person to a specific place for further support or tell the person what they need to do to meet the individuals need. This is an iterative process and that the group will continue to grow and develop to ensure accuracy and completeness.

There will be an opportunity for consultation on the framework with any relevant stakeholders and interested parties throughout to gather views from as many employer groups as possible.

Consultation feedback will be completed and reviewed by the working group before the framework is finalised.

7. Who can I contact for more information about competency frameworks and how to use them in my organisation?

If you have any questions about the competency frameworks we have been involved with, you can get in touch with our team via our contact us form.