A competency model your leadership can defend.
When the Diagnostic's findings conversation shows a capability gap worth closing, competency modeling turns it into a role-anchored model your organization can develop and measure against — six phases from scoping to debrief, each producing an artifact you can review, challenge, and keep. Built from your people's work, not a generic role template.
What you experience, and what you receive, at each phase.
Every engagement opens with a scoping conversation: the decision purpose, the roles in scope, and the data-governance policy — signed before anything is administered. Then six phases:
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Role & Practice Analysis
What you experienceStructured input from the people who actually do the work — incumbents and subject-matter experts — with the role's real demands distinguished from job-description boilerplate.
What you receiveA per-role requirements analysis: the critical behavioral competencies and technical KSAs, each with the proficiency level the role actually demands.
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Competency-Model Construction
What you experienceThe draft model takes shape on the dual-layer architecture, and then your people test it: subject-matter review, incumbent confirmation, sponsor sign-off. The model changes to fit the job, and every change is recorded with its reason.
What you receiveThe validated competency model, plus a traceability record that walks any element back to its evidence on request.
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Multi-Rater Assessment
What you experienceYour people assess against the validated model — self, supervisor, and peer input on the observable competencies, kept in separate categories, never blended into a single number — under the data policy signed at scoping.
What you receiveCurrent-state competency profiles, individually held, and the organization's inputs to the aggregate.
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Gap Analysis
What you experienceCurrent against target, individually and across the organization: which gaps are systemic, which are individual, and which matter most against the purpose you named at scoping.
What you receiveThe organizational gap analysis — distributions, priorities, and the rationale for the order, with thresholds and limits shown rather than buried.
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L&D-Portfolio Recommendation
What you experienceBuild, buy, or develop — each priority gap dispositioned with you, and external solutions named where they are the better answer. The recommendation's credibility depends on it.
What you receiveA sequenced development portfolio in which every recommendation traces to a measured gap. Diagnose before prescribe, made checkable.
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Deliverable & Debrief
What you experienceThe findings walked with your leadership — priorities surfaced, commitments recorded, and an evaluation plan accepted before we leave the room.
What you receiveThe dual-audience deliverable — a sponsor-facing strategic layer and a governed individual layer — plus a re-assessment plan measured against the identical model.
One model, two layers.
Every CaliberPath model is built on one integrated architecture: the UPLS behavioral layer — forty-five competencies describing how people work — and the sector-technical layer, drawn from a living repository of more than 690 items spanning 35+ industries, describing what they can do. Each element carries a declared proficiency target, so the model reads as an instrument, not a poster.
Developmental, never evaluative.
The model and its assessment data exist to design development. They do not drive hiring, promotion, retention, or discipline — that boundary is written into the signed engagement policy, and it is why your people can answer candidly. Individual results are practitioner-mediated; your organization receives aggregate findings by default, and any exception requires the individual's written consent.
The natural pilot
One role family, phase one. You see the discovery and the evidence before committing to the full model — and the pilot's output stands on its own.
Quoted to your scope
Project-based, phased against the six-phase arc, invoiced net-30. The proposal's shape follows the process above, so nothing in it will surprise you.
The model put to work
A deployed model feeds team assessment, cohort design, and custom training — the consulting sequel is yours to take or leave.