02 · Management & institutional strengthening
Competency frameworks, job architecture and JD manuals
We develop and validate the competency architecture for one role family first, test it against the real work, and only then scale it across the institution.
Tell us what you needWe develop and validate the competency architecture for one role family first, test it against the real work, and only then scale it across the institution, so the framework is used rather than filed.
- Led by
- Prof. Wisdom Gagakuma
- Delivery
- Remote, and on site from Accra
- Fees
- Fixed fee, quoted to your scope
- Free tool
- Training needs assessment
- Contracting
- GKM Legacy Holdings, Maryland
Who commissions this, and when.
Buyers and moments where this work pays for itself, and where it does not.
Who it is for
- Banks and financial institutions
- Public agencies and ministries
- Large employers
- Donors funding capacity programmes
When to call us
- Job descriptions no longer match the work
- A restructure or a new mandate changes roles
- Training, grading or performance systems need a common language
When it is not the answer
A framework cannot fix a broken structure or unclear mandates. If those are the problem, an organisational review should come first.
What you receive.
Documents you can use, each with its method and sources attached.
04in the pack
See a demonstration of the output: Specimen · Competency frameworks, job architecture & JD manuals
Competency dictionary
Definitions and proficiency levels in plain language.
Role profiles
For the pilot role family, validated with the people who do the work.
Job architecture
Families, levels and progression, ready to extend.
Implementation guide
How to use the framework for hiring, training and appraisal.
How the work runs.
Each stage ends in something you review before the next begins.
Stage 1 of 5
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.
Stage 2 of 5
Diagnostic
Review job descriptions and interview role holders and managers.
Review pointDiagnostic instruments signed off.
Stage 3 of 5
Options
Draft competencies and levels with alternatives where views differ.
Review pointOptions paper reviewed with leadership.
Stage 4 of 5
Validation
Validate with role holders, managers and HR.
Review pointValidation workshop held and comments recorded.
Stage 5 of 5
Implementation
Hand over the framework and the plan to scale it.
Review pointWritten acceptance and a handover of files and method.
Scope and fees.
Fees are agreed in writing before work begins. Estimates are shown as estimates.
Fees
Fixed fee, quoted to your scope
Send a brief or book a short call. We reply with a written scope, dates and a fixed fee before any work begins.
What we need from you
- Organogram and existing job descriptions
- Access to role holders and managers
- HR policies on grading and appraisal
Not included unless agreed
- Salary benchmarking, a separate service
- Institution-wide rollout until the pilot is accepted
- HR system configuration
Led byProf. Wisdom Gagakuma
- Contracting
- GKM Legacy Holdings, Maryland
- Consultation
- from USD 150
Documented experience.
Roles held by the principal who leads this work, each with its source.
- The Professor’s PRIN tenureDevelopment Bank of Ethiopia: competency mappingThe Professor served as principal consultant, through PRIN International, on competency mapping for the Development Bank of Ethiopia. The letter attributes training and development needs definition for more than 500 positions.
Individual experience of our principals, before or outside GKM Strategic Advisory & AI. Not GKM contracts.
Questions buyers ask.
Anything else: ask in a brief.
Can you start from our existing framework?
Yes. We test it against the work and keep what holds.
How long does a pilot take?
It depends on the role family and access to people; the scope note fixes the dates.
Have you done this before?
The Professor led competency mapping for the Development Bank of Ethiopia through PRIN International; see the record below.
Related work
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.
No charge to submit an enquiry.