I recently received a request to elaborate on the difference between competencies and deficiencies. Furthermore, the HR.com member  who made the request asked “how deficiency can be converted into competence?”

First and foremost, an organization must be clear on which areas of competence--or which competencies--are required for an employee to succeed in a particular role. Of course, once those competencies are identified, it is important to understand the difference between potential performance and current performance. An individual may have the potential to perform at a top level in a specific area of competence, but may not be performing at that level at a particular point in time. The next task is to determine existing areas of competence--or strengths--for each employee.

The idea of a “deficiency” that cannot be improved becomes relevant when an individual is unwilling to work to improve a certain area of competence. Marshall Goldsmith writes in his book “People will do something—including changing their behavior—only if it can be demonstrated that doing so is in their own best interests as defined by their own values.” Thus, if an employee does not intend to build competence in an area that is a job requirement, it could be possible that he or she is in the wrong position. (Remember, however, that learning readiness changes over time). 

Deficiency is defined on Dictionary.com as “the state of being deficient; lack; incompleteness; insufficiency” which implies the need for improvement or learning.   As a result, a development plan based on performance management principles should be established with the employee. 

1)      Ensure that the employee understands the link between identified competencies and business success

2)      Identify gaps between current level of performance and expected level of performance

3)      Set goals related to these areas

4)      Develop a concrete action plan to guide the employee to develop in the chosen area

5)      Provide regular feedback, monitor progress and re-adjust goals as progress is made

6)      Set a timeline to evaluate progress  

References:

Dictionary.com. “Competence” [http://dictionary.reference.com]. Obtained November 27, 2008.

Goldsmith, Marshall. What Got You Here Won’t Get You There. New York: Hyperion, 2007.