Who is it for?

HR practitioners, Operation and Office managers with HR responsibilities, Heads of department 

What will you get?

Guidance on using the Professional Map to identify development needs 

Why do you need it?

Competency-based development programmes help target investment where it will have the most impact on business outcomes 

When does it apply?

During the performance management cycle 

BEFORE YOU START

Ensure you have both a solid grasp of the business plan and clear deliverables for your team.  

STEP 1 – Identify to which bands each member of your team mostly likely aligns

The Professional Map is structured into 4 bands of experience, each describing the different level of impact professionals have in the work they do. Learn more >>

Consider which of the four bands each role most closely aligns to. Read the Behaviours, Enablers, and Technical Expertise (where relevant) at the assigned bands and identify the critical competencies required for each role to deliver to the business and team objectives, as the basis for the analysis. Explore also whether there are standards within other bands that would also be critical, as roles will not always fall perfectly within a specific band. 

STEP 2 – Identify the current competency level of your team

Establish where each member of the team stands competency-wise. You can start by asking them to take a self-assessment, for example:  

• By using the CII’s self-assessment tool which allows the employee to self-assess their current capabilities against the standards set within a specific band. This option is ideal for roles aligned primarily with a single band.  
• By using a bespoke form that identifies across more than one band the critical competencies which are required for the role. This option may be suitable if the role does not align primarily within one band. Use this template to create your own. 

Combine the result of the self-assessments with any other evidence you have collected throughout the performance management cycle, such as notes from one-to-ones and appraisals. Use the data to document the strengths and development areas of each member of the team. 

STEP 3 - Identify the competencies required to deliver the team and business objectives

Establish the critical competencies that are required to deliver your business short and long-term goals, by comparing the Professional Map competency standards with the objectives outlined in the Business Plan.  

For example, if there were plans to expand into a new area of business for which your team is responsible for, you would need to identify the relevant competency standards required to be successful in that area. 

STEP 4 – Identify the competency needs of your team

In step 2 you will have documented the strengths and development areas of each member of your team, and in step 3 the critical competency standards the business requires. Compare both outputs to identify the competency gaps the business will need to develop to deliver its strategy.  

Not all development is strictly driven by the business plan; you may also consider the development ambitions of your team.   

STEP 5 – Plan the learning interventions required to meet any competency gaps

Now that you have identified the competency gaps of your team, you are in a position to design a learning plan with confidence that you are targeting the areas and people that will reap the most benefit.  

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