To scope a competence definitions assignment start with these key questions:

• What key roles or functions should pilot the competence definitions study
• How many levels should the competence definitions encompass
• Should the competence definitions initially be restricted to Tasks
• Should Task competence definitions initially be restricted to core competencies
• How will competence definitions be applied within  the organisation
• What other HR development strategies and systems are required to support this initiative

For the organisation to maintain standards, within functions and levels, across its business, it may be prudent to establish a competence definitions data dictionary with classifications and applications indexing.

It is useful to consider competence definitions that are core to a level and/or a function, those that are generic across the organisation, those that are specific to key roles and those that are peripheral competence definitions

Finally competence definitions need interpretation guidelines to advise role holders and managers on what evidence and how it should be assessed to determine whether the competence has been acquired.