The Geospatial Technology Competency Model has been developed by researching and analyzing publicly available resources, existing skill standards, competency-based curricula and certifications to provide an employer-driven framework of the skills needed for success in geospatial technology.

Types of Competency Models

• Organizational Core Competency Model.
• Functional Competency Model.
• Job Competency Model.
• Leadership Competency Model.
• A Custom Competency Model.
• Better Hires.
• Diversity and Inclusion.
• Organizational Goals and Objectives.

GeoTech Center
The Geospatial Technology Competency Model framework was developed through a collaborative effort involving the Employment and Training Administration (ETA), the GeoTech Center, and industry experts.

A competency model is a collection of competencies that together define successful performance in a particular work setting. Competency models are the foundation for important human resource functions such as recruitment and hiring, training and development, and performance management.

A competency mapping model is a framework used by organizations in order to gather information about the various behavioral attributes, knowledge, and skills most required in each job role to be able to produce good quality work.

A competency model refers to a collection of competencies that are needed for effective job performance. In addition, competency models typically include detailed information, such as key behaviors and standards of proficiency that apply to different levels of job experience or expertise.

Common competency mapping approaches include assessment center, critical incidents technique, interviewing, questionnaires and psychometric tests.

• Assessment Center.
• Critical Incidents Technique.
• Personal Interviews.
• Questionnaires.
• Psychometric Tests.

How to develop effective competency models

1. Determine what kind of process works for your organization.
2. Research available competency information.
3. Interview relevant business units and executives.
4. Establish the core competencies.
5. Establish job-specific competencies.
6. Establish leadership competencies, where needed.

There are 5 key steps in any competency mapping process. These are not simply the steps but also the construct of the competency map. Each one of the step also from the elements in the competency map that you develop into a framework.

Step One: Defining the Objectives The first and most important step in a competency modeling effort is to clearly and specifically define the objectives.