Common use of Competence Modeling Clause in Contracts

Competence Modeling. 2.1. Competence is a future-oriented ideal that the employees require in achieving the institution’s strategic objectives. The institution is in effect giving a depiction of the desired or required knowledge, skills and attributes for an individual in a specific position. For competence to be useful, the associated competence should be greater than the observed performance as it will allow the individual growth towards this „ideal‟; 2.2. The dept. of CoGTa has decided on: 2.2.1. A managerial competency framework as an expression of required managerial competencies; and 2.2.2. Occupational competency profiles as expression of occupation / post competency requirements.

Competence Modeling. 2.1. Competence is a future-oriented ideal that the employees require in achieving the institution’s strategic objectives. The institution is in effect giving a depiction of the desired or required knowledge, skills and attributes for an individual in a specific position. For competence to be useful, the associated competence should be greater than the observed performance as it will allow the individual growth towards this „ideal‟; 2.2. The dept. of CoGTa CogTa has decided on: 2.2.1. A managerial competency framework as an expression of required managerial competencies; and 2.2.2. Occupational competency profiles as expression of occupation / post competency requirements.

Competence Modeling. 2.1. Competence is a future-oriented ideal that the employees require in achieving the institution’s strategic objectives. The institution is in effect giving a depiction of the desired or required knowledge, skills and attributes for an individual in a specific position. For competence to be useful, the associated competence should be greater than the observed performance as it will allow the individual growth towards this „ideal‟; 2.2. The dept. of CoGTa CoGta has decided on: 2.2.1. A managerial competency framework as an expression of required managerial competencies; and 2.2.2. Occupational competency profiles as expression of occupation / post competency requirements.