Competency Development Plan

What it does

The Competency Development Plan places an employee's current competency profile next to a target role's required profile and turns the question "is this person ready, and if not what should they learn and how do we measure it" into an evidence-based plan. It extracts the target role's 8-15 competencies and rates each on the Dreyfus Skill Acquisition Model (Novice → Advanced Beginner → Competent → Proficient → Expert, 1-5) — vague language ("good/average") is banned; every level claim must attach to at least one behavioral indicator (BARS logic), and where evidence is missing the current level stays null and drops into the gap list.

It then runs Competency Gap Analysis per competency: Gap = Required − Current. Multiplying by a criticality weight (w: 1 supporting → 3 role-core) yields a Prioritized Gap Score, and the plan focuses on the top 3-5 (avoiding the develop-everything-at-once trap). A cumulative Readiness Score (0-100) = 100 × Σ(min(M,G)×w) / Σ(G×w) collapses role-readiness into one figure with a verdict: ≥85 Ready, 70-84 Bridgeable, 50-69 Significant gap, <50 Early.

The pivotal step is root-cause decomposition: each priority gap is tagged knowledge / skill / behavior. Training only fixes knowledge gaps; skill needs practice+feedback, behavior needs coaching/environment design. Then 70-20-10 generates actions across at least two channels per gap (70% stretch assignment, 20% mentor/feedback, 10% formal), each with a measurable Bloom objective + duration + owner, and Kirkpatrick designs measurement at minimum L3 (behavior).

When to use it

Pre-promotion development planning, role-change competency gaps, drafting a PDP/IDP, training-needs analysis (TNA), 9-box actions, or "what should we teach this person to prepare them for that role." It is not a performance review — it plans forward rather than judging the past.

Method / frameworks

Dreyfus Skill Acquisition (level calibration), Competency Gap Analysis (Required−Current), 70-20-10 (Lombardo & Eichinger / CCL — experience-driven development), Bloom's Taxonomy revised 2001 (measurable learning objectives), Kirkpatrick Four-Level (L1 Reaction → L4 Results; default target ≥L3), the Analyze+Design phase of ADDIE, SHRM/ATD competency models, and KVKK/Labor-Law awareness (employee data purpose-bound, minimal processing).