▶️ Intro

We've had the pleasure of getting to know EFG by collaborating on several strategic projects. These include designing the Performance Management Framework, the P,C&S strategy for the years to come, redesigning key People Ops processes and helping the Partnership Management team re-design its own Team Operating System. Through these engagements, we had the opportunity to understand the company so we are very excited by the challenge of designing a Competency Framework that is practical and easy to digest across the entire organisation of EFG as a diverse population.

📒 Definitions

Having a common understanding of the definitions of competencies per the 3 layers of focus (Company, Managerial and Division) we have agreed is key for correctly scoping our project and guiding our design efforts. As such, we propose the following definitions:

Company Layer

At the Company layer, competencies are the specific skills, knowledge, and behaviours that employees across the company need to perform effectively and contribute to achieving the company’s strategic objectives and sustain a competitive advantage.

Managerial Layer

At the Managerial layer, competencies are the specific abilities that managers need to effectively lead their teams, make strategic decisions, and drive the organisation towards its goals.

Division Layer

At the Division layer, competencies are the specific skills, knowledge, and behaviours that employees within a division need to perform their roles effectively and contribute to the division’s success. These competencies are tailored to the unique needs and functions of each Division but are derived from and aligned with the overarching competencies defined at the Company layer, ensuring coherence with the company's strategic objectives.

Seniority Bands

Seniority bands are categories that reflect each Competency across four levels of experience and responsibility—Entry-Level, Mid-Level, Senior-Level, and Executive-Level—providing a consistent framework for defining and evaluating the progression of skills and abilities within the organisation.

🎯 Project Scope

This project aims to design a comprehensive Competency Framework that enhances organisational performance, leadership effectiveness, and division-specific expertise, is tailored to EFG’s needs & context and fully reflects EFG’s values and leadership principles. This framework will be structured across three layers—Company, Managerial, and Division—to align strategic goals with operational execution and individual performance.

<aside> 🎯 In Scope

• The Competency Framework for the three layers of the organisation:
  • a set of Competencies consistent across the Company
  • a set of Managerial Competencies that go across the Company
  • a set of Division Competencies categorised by and tailored for each of the Divisions (see Annex for the full list of Divisions in scope)
• A definition for each of the 4 seniority bands
• Each Competency must be reflected in each of the 4 seniority bands
• The list of Competencies already defined for the Tech Division is to be embedded in the Framework
• Framework rollout plan and documentation tailored for EFG’s needs and ready-to-use for the Framework rollout (see the deliverables below: Phase 1 | Phase 2) </aside>

<aside> ⛔ Out Of Scope

• Job-specific Competencies
• Implementation and integration of the Competency Framework into EFG’s evaluation process & performance management tool
• Descriptors of each Competency within each Division for performance management purposes (what great looks like for each competency)
• Uploading the documentation to Confluence </aside>

We’re breaking the Project Scope into 2 phases: a first phase where we design the Framework itself and a secondary one where we craft the rollout plan and the supporting guideline assets.