ELVINA · TEMPLATE
A Competency Framework for One Role, Not the Whole Company
A competency framework template describes the abilities that matter in a role, what each looks like at a learning, independent and expert level, and the evidence that proves it. It is meant for owners and managers who want a shared picture of good work before they write training, coach or promote.
- Goal
- Sample
- Offer
- Account
- Payment
Which role is this for? I'll fill out a sample for that role and leave what I don't know as a placeholder for you.
Prefer a person? Book a free demo with my team
Tell me what you need, or attach a file.
Nothing reaches your team until you approve it.
- One plan and one sample free
- You approve everything
- Ready-made programs to start from: available now
- One-page job aids: available now
- Answers in chat: planned, not available today
A competency framework, in short
A competency framework is a table for one role that describes each area of its work at three levels, from learning through independent to expert, with the evidence a manager accepts at each level. Owners and managers fill it out to agree on what good work means before they train, coach or promote anyone in that role. Name one role and Elvina fills a sample framework for it, marking what she cannot know as placeholders. From your approved framework and SOPs she drafts a lesson, a quiz and a job aid per competency, available now.
Start with the role you hire for most often.
What happens on the free demo
- Book 30 minutes. Pick a time with Elvina's team. The demo is free and runs on Zoom.
- Show the team your goal. Bring one role or one procedure. The team shows how Elvina would handle it, using sample materials.
- Agree on the next step. You leave with a plan for the first step and its price. Nothing reaches your team until you approve it.
When to use it
Use it when two managers describe the same job differently, when you build training for a role from scratch, or before you open a path to a lead role. Work on one role at a time. A company-wide model is slow to agree on, and a long list of competencies is hard for a shift lead to use. If you already have a skill ladder, the framework sits behind it: the ladder sets the order of learning, and the framework says what good looks like.
How to fill it out
List the competencies that together cover every key duty someone can observe in the role, with no two describing the same work. Describe each level as behavior someone can watch, and say what evidence a manager accepts. Fill out the blank version of this table, offered as a CSV on this page, one row per competency. The row already filled in shows a fictional bike shop's mechanic role.
- Role and competency: the job, and a short name for one area of its work.
- Learning: what a new person does with help.
- Independent: what they do alone, to standard, on a normal day.
- Expert: what they handle when things go wrong, and what they can teach.
- Evidence accepted: the observed task or work sample that proves a level.
- Checked by: the person qualified to judge it.
| Role | Competency | Learning | Independent | Expert | Evidence accepted | Checked by |
|---|---|---|---|---|---|---|
| Bike mechanic | Brake service | Replaces pads with the lead mechanic watching | Replaces pads and bleeds hydraulic brakes; the test ride passes | Finds the cause of a soft lever and explains the fix to the customer | Two brake jobs checked on the stand | Lead mechanic |
| Role | Competency | Learning | Independent | Expert | Evidence accepted | Checked by |
|---|---|---|---|---|---|---|
Download the blank template: CSV · Markdown (.md) · Word (.docx)
How to read the result
Place each person at a level for each competency, using the evidence column rather than impressions. When several people are stuck at the learning level on the same competency, look first at the training, the tools and the time they get, then at effort. Use those gaps to plan lessons and practice. Keep the framework a development tool first; if you later use it for promotions, agree on the rules in writing before anyone is assessed.
Where a person decides
A manager who has seen the work places each person at a level; the framework only records the call. Elvina does not rate employees, rank them or decide promotions. Load the framework and your SOPs into Company Knowledge; from them, Creation Studio prepares a lesson, a job aid and a quiz for each competency, available now. You approve each piece before your manager assigns it on the Learning Platform, and you update the framework when the job changes.
Who this is not for, and when another tool fits
This is not the right fit if
- You want a company-wide model covering every role at once.
- You want software to rate, rank or promote employees.
- Nobody has watched the work closely enough to describe each level.
Another kind of tool may fit better
- An HR consultant, when the framework will set pay grades or promotion rules.
- A plain skills matrix, if you only need to record who can do which task.
Questions people ask
CHECK IT YOURSELF
Two things you can check on this site
- See a sample on the demo. Book a demo with my team
- Every lesson, plan and quiz stays a draft until you approve it. Check the approval step in the chat
Checked .
THE ROLE YOU START WITH
Want this template filled out for one of your roles?
A free 30-minute demo on Zoom. The people behind Elvina show you how she'd handle your goal and agree on the next step with you. See pricing
No launch date is committed for planned features.