I will design your competency framework and assessment or development centre

Most assessment processes fail the same three ways: too many competencies for anyone to observe, each one measured only once, and a wash-up that averages the ratings into mush. The output looks rigorous and is actually a group impression with a spreadsheet attached.

I design the version that holds up. Competencies defined as observable behaviour, not traits. An exercise-to-competency matrix where every competency is measured by at least two different methods and no exercise carries more than three. Assessors trained on ORCE, observe record classify evaluate, in that order, with a rotation that defends against halo effects. A wash-up where evidence is read before ratings and nothing is averaged.

I spent over 20 years in HR, most recently at Chief People Officer level, and built competency frameworks, succession plans and development roadmaps deployed across multiple countries. I am certified in Korn Ferry Leadership Architect, Predictive Index, DiSC and PAPI 3.

Tell me the role family and what you are trying to decide or develop, and I will tell you whether you need a framework, a full centre, or something smaller.