DDI Competency Frameworks & Job Models Flashcards

In DDI's methodology, what is the primary purpose of a competency framework?

Answer: To define the knowledge, skills, and behaviors required for job success

DDI competency frameworks define the knowledge, skills, and behaviors (KSBs) that drive success in a given role or organization.

Which DDI tool is most commonly used to identify the critical competencies required for a specific position?

Answer: Job Success Analysis (JSA)

DDI's Job Success Analysis (JSA) is the structured process used to identify and validate the competencies critical to success in a specific role.

In DDI's competency library, what distinguishes a 'foundational' competency from a 'differentiating' competency?

Answer: Foundational competencies are required for minimal performance; differentiating ones separate average from high performers

Foundational competencies represent the baseline required for acceptable performance, while differentiating competencies separate average performers from high performers.

When building a DDI job model, which data source is considered most valuable for validating competency relevance?

Answer: Subject Matter Expert (SME) panels

Subject Matter Expert (SME) panels, comprising high performers and their managers, are the primary validation source for competency relevance in DDI job models.

How does DDI recommend organizations handle competency frameworks when roles evolve due to business strategy changes?

Answer: Conduct periodic re-validation using updated SME input and business priorities

DDI recommends periodic re-validation of competency frameworks aligned to evolving business strategies to ensure continued relevance.

In DDI's model, how many competencies are typically recommended for a focused and actionable job model?

Answer: 6–12 competencies

DDI recommends 6–12 competencies per job model to keep the framework focused, actionable, and measurable without overwhelming assessors or employees.