Because Career Frameworks are so specific in describing the behaviors required at each level, for each competency, we are able to evaluate with limited bias if a person is meeting the requirements for a role.
Furthermore, we can get more detailed in the assessment and place a person at one 3 points on the Growth Curve for a competency: Developing, Solid, Expert.
Note: The screenshot below is somewhat dated. Solid should be “Proficient” and Master should be “Expert.”
Developing
Demonstrates some or all of the behaviors at this level, but does so slower than expected or with some errors. Requires structure and guidance.
Proficient
Has demonstrated all behaviors at this level through several completed examples, with few errors. Handles spikes in complexity with little guidance.
Expert
Has executed all behaviors at this level, autonomously and on the most difficult tasks. Sets the quality bar at this level and exceeds the normal pace for delivering near-perfect results.