Demonstration · not a client result
Competency frameworks, job architecture and JD manuals what the deliverable looks like
The structure of the deliverable for competency frameworks, job architecture and JD manuals, how it is produced and how you accept it, with a live specimen generated from the matching free tool’s worked example. Synthetic or permitted data only.
What this page isDemonstration
- Practice
- 02 Management & institutional strengthening
- The deliverable
- 4 sectionsProduced in 5 stages, each with a review point
- Data
- Synthetic or permittedNot a client result
Demonstration of methodSynthetic or permitted data.Not a client result.
The deliverable, section by section.
What you receive, and what each part is for.
Competency dictionary
Definitions and proficiency levels in plain language.
DemonstrationRole profiles
For the pilot role family, validated with the people who do the work.
DemonstrationJob architecture
Families, levels and progression, ready to extend.
DemonstrationImplementation guide
How to use the framework for hiring, training and appraisal.
DemonstrationA live specimen.
Generated from the worked example in Training needs assessment: synthetic data, real method. Change the inputs in the tool to see your own.
Demonstration · synthetic data · not a client result
| Row | Results-based budgeting | Spreadsheet data analysis | Public procurement rules | Report writing for decision-makers | Stakeholder engagement |
|---|---|---|---|---|---|
| Budget officer4 people | 22→4 | 12→3 | 02→2 | 12→3 | 02→2 |
| Planning officer3 people | 12→3 | 21→3 | 01→1 | 12→3 | 12→3 |
| Procurement officer2 people | 11→2 | 02→2 | 22→4 | 02→2 | 11→2 |
Draft training priorities
- 01Results-based budgeting9 people · largest gap 2 · critical · priority score 39Structured workshop with a practice assignment, 2 to 3 days, then follow-up. Roles: Budget officer, Planning officer, Procurement officer.
- 02Spreadsheet data analysis7 people · largest gap 2 · important · priority score 20Structured workshop with a practice assignment, 2 to 3 days, then follow-up. Roles: Budget officer, Planning officer.
- 03Report writing for decision-makers7 people · largest gap 1 · important · priority score 14Coaching and on-the-job guidance, Half a day, then support in role. Roles: Budget officer, Planning officer.
- 04Public procurement rules2 people · largest gap 2 · critical · priority score 12Structured workshop with a practice assignment, 2 to 3 days, then follow-up. Roles: Procurement officer.
- 05Stakeholder engagement5 people · largest gap 1 · useful · priority score 5Coaching and on-the-job guidance, Half a day, then support in role. Roles: Planning officer, Procurement officer.
Before you plan spending
- Check: Today’s levels here are self-reported or estimated.Validate the largest gaps with observation, work samples or short tests before committing budget.
- Note: Use it for development planning only.A skills-gap score must never decide hiring, promotion or dismissal on its own.
How it is produced, and accepted.
Each stage ends in something you review; acceptance is tested against criteria agreed at the start.
- 01
Mandate
Agree the role family to pilot and how the framework will be used.
Review pointSigned scope note: the decision, the units in scope and the timeline.
- 02
Diagnostic
Review job descriptions and interview role holders and managers.
Review pointDiagnostic instruments signed off.
- 03
Options
Draft competencies and levels with alternatives where views differ.
Review pointOptions paper reviewed with leadership.
- 04
Validation
Validate with role holders, managers and HR.
Review pointValidation workshop held and comments recorded.
- 05
Implementation
Hand over the framework and the plan to scale it.
Review pointWritten acceptance and a handover of files and method.
Documented experience.
Attributed roles behind this work, each with its source.
Individual experience of our principals, before or outside GKM Strategic Advisory & AI. Not GKM contracts.
How proof is labelled
- DemonstrationsDemonstrations use synthetic or permitted data.
- Documented experienceDocumented experience is attributed to the organisation that held the work.
- Measured resultsMeasured results are added only once they have been measured; none are shown yet.
What needs to move forward?
Tell us the decision, the challenge or the opportunity. We reply with a scoped approach, a named principal and a fee before any work begins.
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