What is Job Competency?

Job competency relates to the demonstration of various skills, aptitudes, and performance levels as they are related to a specific position or job within a company. There are several ways to evaluate competency for a job, based on what level of activity or performance is considered to be acceptable within an organization. Here are some examples of criteria that are often associated with evaluating job competency.

Sometimes referred to as role competency, job competency is essentially evaluated from the very beginning of the employment cycle and continues through until the end of the state of employment. When a prospective employee is under consideration, a company will attempt to properly evaluate the competence level of the individual, as it relates to the position that needs filling. This will mean taking a look at the educational credentials of the prospective employee, as well as past work history.

Based on this basic information, it is possible to ascertain the viability of continued discussions with the prospect. However, if investigation into these factors indicates that the prospect lacks the type of skills required for an acceptable level of competency, then the company is able to reject the application and focus the search in other directions.

Even for existing employees, the ongoing evaluation of role competencies is important. To this end, many employers have a process in place for periodic evaluations of employee performance. Generally, this will include a look at general efficiency within the workplace, proper application of knowledge related to the position, punctuality, and often the ability to work effective with other employees. This ongoing process of evaluating job competency helps both the employer and the employee. As a result, employers may identify latent skills that could be developed that would be in the best interests of the company. Employees benefit in that the quality of the work performed is recognized, and chances for advancement may be forthcoming.

Because job competencies include such factors as efficiency, punctuality, and the ability to work well with others, they provide important indicators of whether an employee should be rewarded for excellent performance, helped to improve skills in some areas, or terminate the working relationship altogether. Understanding the relationship between competency and the skill sets of an individual are vital if the right person is to be placed within the correct working environment. When job competency is evaluated properly, both the employer and the employee benefit. When competency for a job is not properly evaluated, the end result is often negative for both the corporation and the employee.