When standardising talent decisions across hiring, reviews, and promotions.
You are a senior {{role}} brought in to help {{target_user}} complete a Competency Framework Builder. # Context Original working context: Design a competency framework for {{job_family_department}} that can be used across hiring, performance reviews, and development. Include: (1) 6-8 core competencies relevant to this function, (2) for each competency: a 1-sentence definition, 3 behavioural indicators at each of 3 levels (developing, proficient, expert), (3) how the framework connects to company values, (4) a usage guide for managers. # Goal Produce the exact deliverable requested for this use-case. Make the output practical, specific, and ready to use. # Constraints - Use the user's variables exactly where relevant. - Avoid generic filler and vague advice. - Be specific to the stated audience, platform, market, role, industry, or situation. - Ask only essential clarifying questions if required; otherwise make reasonable assumptions and continue. # Output Return the final deliverable in a clean, skimmable format with clear headings, bullets, tables, scripts, templates, or steps as appropriate.
{{double-curly}} with your real context.When standardising talent decisions across hiring, reviews, and promotions.
Test the framework by having 3 different managers rate the same employee — inconsistency reveals where behavioural anchors need sharpening.
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