SCS Competency Model


A competency model is a framework that identifies and defines the skills, knowledge, behaviors, and attributes required for successful job performance within a specific role or organization. Job applicants should understand several key aspects of a competency model to enhance their chances of success during the hiring process.


SCS Competency Model for Applicants


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The SCS Competency Model was established in 2015 and is a comprehensive set of 58 capabilities that identifies and defines the specific skills, behaviors, knowledge, and abilities required for successful performance in a particular role or job within the State. It outlines the essential traits and characteristics that individuals need to effectively carry out their responsibilities and contribute to the overall success of each agency.

The SCS Competency models include a set of competencies with 3 proficiency levels that are necessary for various positions or functions. These competencies could encompass a wide range of areas, including technical skills, soft skills, leadership abilities, problem-solving capabilities, communication skills, adaptability, and more.

The purpose of a competency model is to:

  1. Define Expectations: Clearly outline what is required for successful performance in a particular role.
  2. Guide Selection and Recruitment: Assist in identifying and hiring individuals with the necessary skills and attributes.
  3. Support Training and Development: Aid in designing training programs and professional development initiatives to help employees grow and improve.
  4. Performance Management: Serve as a basis for assessing and evaluating employee performance.
  5. Career Development: Help employees understand the skills and behaviors needed to progress in their careers.

The SCS Competency model is a dynamic tool that can evolve as roles, industries, and agencies change, ensuring it remains aligned with the evolving needs of the business and the market.


A competency refers to a set of demonstrable qualities, characteristics, skills, knowledge, or behaviors that an individual or an organization possesses and utilizes effectively to perform a specific task or function. Competencies can vary widely depending on the context. They might include technical skills, soft skills, abilities, knowledge, behaviors, or a combination of these elements, and they are often tied to successful performance in a particular role or job.

Competencies can be both innate (natural talents or predispositions) and acquired (learned through education, training, or experience). They play a vital role in assessing and determining the qualifications, suitability, and success of individuals within their respective roles or in achieving organizational objectives.


Competency mapping is the process of identifying and defining the knowledge, skills, and personal attributes required for individuals to perfom effectively in a specific role within an organization. Competency maps are used to define and meausre the capabilities and qualities needed for success. They are valuable tools for talent acquisition, aligning employee development with organizational objectives, and ensuring that employees possess the right skills and attributes to perform effectively in their roles.