As of 13 August 2026, AI can define competencies for a job role.

What to actually do

1. Hand it to a person

   The route this page recommends

   A person who owns the outcome does this end to end, worth it when the failure is dear.

2. Use a tool built for this

   Second choice

3. Do it yourself

   The distant third

   A chat interface, chat-fluent skill, and roughly 30 minutes until you can act on the result.

   How to actually do it

   1. Open the current job description, role profile, team objectives and relevant internal values or competency framework.
   2. Gather the role purpose, main responsibilities, expected level, first-year outcomes, technical requirements and observable behaviours expected by the organisation.
   3. Paste those materials into the prompt, removing personal data and labelling anything that is provisional or missing.
   4. Ask the chatbot to produce the competency framework using the supplied prompt and save the draft with the role title and date.
   5. Compare every proposed competency and behaviour against the actual duties, required outcomes and existing internal framework, deleting anything that is merely a personality preference or cannot be observed.
   6. Ask a line manager and an HR colleague who understand the role to test whether the level, evidence examples and performance distinctions are realistic and consistent with comparable roles.
   7. Amend the framework after that review, then obtain the organisation's normal approval before using it in recruitment, appraisal or training.

   Prompt

   Define a competency framework for the job role below. Use only the information I provide and mark any missing information as a question rather than inventing it.
   
   Role title: [role title]
   Organisation or team: [organisation or team]
   Role purpose: [one or two sentences]
   Main responsibilities: [paste responsibilities]
   Expected level: [entry, experienced, manager, senior leader or other]
   Key outcomes in the first year: [paste outcomes]
   Technical or professional requirements: [paste requirements]
   Ways of working and values: [paste relevant values]
   Relevant internal policies or existing framework: [paste or write none]
   
   Create a concise framework with 6 to 10 competencies. For each competency provide:
   1. A clear name.
   2. A plain-English definition.
   3. Why it matters for this role.
   4. Three observable behaviours at the stated level.
   5. One example of evidence a manager could use in an appraisal or development conversation.
   6. A distinction between acceptable performance and strong performance.
   
   Separate technical competencies from behavioural competencies. Avoid personality traits, vague adjectives, protected-characteristic assumptions and criteria that cannot be observed fairly. Do not turn preferences into requirements. Do not give legal advice. Finish with a table showing which source detail supports each competency, followed by questions I need to answer before using the framework in a job advert, interview scorecard or performance review. Use British English and keep the language suitable for sharing with employees.

   Open it prefilled in ChatGPT or Claude, or copy it into Gemini, which takes no prefill link.