- What is the Competency Framework?
The Competency Framework sets out the behaviours and ways of working expected across Argyll and Bute Council.
It helps describe how we work together, support each other, use information, respond to change and deliver good outcomes for our communities.
- Why do we need a Competency Framework?
The framework gives everyone a shared understanding of what good looks like in practice.
It helps make expectations clearer and more consistent across the council. It can also support conversations about development, learning, feedback, recruitment and team working.
- Who does it apply to?
The framework applies to everyone in the council.
It has three levels:
- Level 1 – All employees
- Level 2 – Managers
- Level 3 – Senior leaders (Heads of Service and above)
Most employees will just use Level 1. Managers and senior leaders will also use the additional behaviours for their level.
- Does it replace my job description?
No. Your job description still sets out the main duties, responsibilities, skills, qualifications and experience needed for your role.
The Competency Framework sits alongside this. It describes the behaviours and ways of working that support how we do our jobs.
- Is this about what I do or how I do it?
It is mainly about how we work.
Your job description explains what your role involves. The framework helps describe how we work together, communicate, learn, adapt, use information and support good outcomes.
- Is this linked to Connect for Success?
Yes. The framework is built around the Connect for Success principles and links directly to The Way We Work Together.
Jointly, these help describe what we want to achieve and how we work together to achieve it.
- What are the competency areas?
The framework is organised around seven areas:
- One council, one place – working together as one team
- Purpose and mission focus – understanding what we are here to deliver and staying focused on shared goals
- Empowerment – supporting people to do their best
- Data and evidence driven – using data and evidence to make informed decisions
- A learning council – learning, improving and growing
- Agile – being flexible and ready for change
- Maximise useful technology – using technology well
- How will I use the framework?
You can use the framework to support:
- quality conversations/1-1s
- personal development planning
- learning and development
- team discussions
- feedback and recognition
- recruitment and selection
- onboarding new employees
You do not need to memorise the framework. It is a practical tool to help with reflection, conversations, development, team working and clear expectations. Supporting materials are available on My Council Works including information guides.
- Will I be assessed against it?
The framework can support conversations about expectations, strengths and development. It should be used fairly and sensibly. It is not a tick-box exercise or a pass/fail checklist.
- Does everyone need to show all the behaviours all the time?
No. The framework should be used flexibly and sensibly.
Some behaviours will be more relevant to some roles than others. The important thing is to use the framework to support conversations about what good looks like in your role and team.
- What if I do not understand part of the framework?
Speak to your line manager first to understand what the framework means for your role and team.
You can also contact Organisational Development for more support.
- Is this only for managers?
No. Level 1 applies to all employees.
Everyone can show positive behaviours, support colleagues, contribute ideas and help improve how we work together.
- How does it support my development?
The framework can help you reflect on your strengths and identify areas where you may want to develop.
For example, it can help you think about:
- how you work with others
- how you respond to change
- how you use technology
- how you use information and evidence
- how you learn and share your learning
- how you contribute to council priorities
This can support personal development planning and conversations with your manager.
- How will it be used in recruitment?
The framework can help managers identify the behaviours needed for a role and applicants can then be asked to demonstrate them as part of the application and interview.
The framework will be used alongside job descriptions, person specifications and any role-specific competencies, qualifications or experience.
- Where can I find the framework?
You can find the Competency Framework and supporting information on My Council Works: Competency Framework.
16. Who can I contact if I have questions?
If you have questions, please speak to your line manager or contact the Organisational Development Team: organisationaldevelopment@argyll-bute.gov.uk