If you need help in this we can write competence definitions covering:
all levels of work and all functions.

Each organisation is unique, in the customers they serve, the values, beliefs and culture they work by, the technology they use and importantly the people they employ.

Therefore competence definitions must also be unique to the organisation and the roles that people perform within that organisation.

Although the establishment of competence definitions is a skilled and time consuming task without competence definitions establishing performance benchmarks it is difficult for the individual to assess their performance against the organisation's expectations from them in the role that they have been assigned to do.

If the role, and performance in the role, cannot be properly assessed then personal development portfolios cannot be effectively applied, and performance review and development systems and training needs analysis once again become subjective processes.

For an organisation to be effective all employees must know what is expected of them, must be given ample opportunity to acquire and apply knowledge and skills and must receive an objective appraisal leading to fair reward, recognition and progression.