2. Competency-Based HR An HR system built around the knowledge, skills, abilities, and personal characteristics needed to match the right people to the right jobs. Competencies provide a foundation for: > Consolidated classifications, leveled occupational groups > Streamlined and standardized recruitment and testing > Timely and applicable professional development > Market-competitive compensation > Clear performance expectations

3. Classification Classification and selection experts use competencies to organize work into occupational groups. Classification groups simplify the process of matching the right people to jobs that require specific knowledge, skills, abilities, and personal characteristics.

4. Workforce Planning Workforce forecasting and skills gap analysis identify and define competencies that the organization needs to meet customer needs and accomplish agency goals and objectives.

5. Compensation Occupational groups apply to compensation structures and job classification. Group-based compensation keeps pace with the market, and helps attract, retain, motivate, and reward employees who apply the competencies on the job.

6. Performance Management Competency-based development plans improve employee skills, and provide a basis for periodic performance evaluations and career planning. Performance management practices focused on competency-based occupational groups create a more portable workforce than a task-based system.

7. Recruitment & Selection Recruitment strategies reveal job candidates who possess desired competencies for open positions. Competencies determine the testing instruments and selection criteria, including predictions of each candidate’s employment potential, and probationary periods of new recruits.