A competency framework is the foundation of every assessment and development plan. It defines what good performance looks like across your organization. This guide covers the three ways to build one in Huneety.
Three ways to build
Option 1: Use the pre-built taxonomy
Huneety ships with 1,784 skills organized into 313 competencies across 20 roots, aligned with SFIA 9 and Korn Ferry Leadership Architect. Go to Framework → Browse taxonomy to explore and pick the roots and competencies relevant to your organization. This is the fastest path to launch.
Option 2: Import your own
If you already have a framework, upload it via CSV. Required columns: root, competency, skill, and level. Huneety validates the structure on upload, flags duplicates, and can merge with the pre-built taxonomy if you want to fill gaps.
Option 3: Generate with Huna AI
Paste a job description and Huna generates competencies, skills, and behavioral anchors in minutes. You review before saving. Typical output is 90 percent usable as-is; adjust phrasing and proficiency labels to match your company voice.
Framework structure
Every framework follows a three-level hierarchy:
- Root — high-level capability area (e.g., Leadership, Technical, Behavioral).
- Competency — specific capability (e.g., Strategic thinking).
- Skill — concrete sub-capability (e.g., Scenario planning).
Each competency has behavioral anchors at every proficiency level so raters know what “level 3” actually looks like in practice.
Rating scales
Four scales ship out of the box:
- Dreyfus 0 to 5 (Novice → Expert, default)
- Culture Fit (Resistor → Role Model)
- Performance (Needs Improvement → Outstanding)
- Custom labels (defined per workspace)
Assign to roles
A framework only becomes usable when linked to job roles. Go to Roles → New role, select the competencies the role requires, and set the target proficiency for each. You can import role profiles in bulk via CSV if you already have them.
Validate before launch
Keep frameworks in draft mode while you iterate. Share with managers or stakeholders for review. Publish when approved. Published frameworks become available for assessments.
Tips
- Start with 8 to 12 competencies per role. More than 20 becomes noise.
- Behavioral anchors matter more than the scale name. Invest time here.
- If you have an existing framework, import it. Don’t rebuild from scratch.