Explore how competencies drive consistency and impact in: – Performance Management – Succession Planning and high potential identification – Career Development and promotion process

Clarify the roles of HR and line managers in applying and sustaining competencies across the above-mentioned processes.

Participants begin mapping how competencies are currently used across their own processes and where gaps exist.

Learn how to define competency levels, write effective behavioral indicators, and structure across grades.

Participants draft sample behavioral competencies aligned to organizational priorities and job levels.

Share and critique behavioral competency drafts using the quality checklist; finalize edits, confirm Financial Academy Framework linkage, and agree owners and next steps.

.technical competencies and their distinction from job tasks. Understand how they enable functional excellence

Learn to build technical competency matrices across job families, levels, and disciplines.

Understand the structure and application of the FA model. Consider how to adapt to your organization.

Participants map technical competencies for a selected job family, focusing on progression and clarity.

Share drafts, gather feedback, and reflect on how to embed frameworks across your organization.

Outline how the framework will be rolled out and kept healthy: agree owners and timelines, provide simple communications/quick-start guides, track a few health metrics (adoption, completion, coverage, satisfaction), and run a light quarterly/annua