Define technical, behavioural and contextual competences relevant to your organisation's project roles.
Project Management
Project Management Competency Frameworks and Career Pathways
Build and apply a competency framework that defines project management skills at each career stage, linking assessment, development planning and progression criteria to delivery needs.
🗓️Duration5 training days
📚Content4 modules · 8 sessions
🎓On completionAccredited attendance certificate
About the programme
Course Overview
Many organisations still promote project staff on tenure or the volume of work delivered rather than demonstrated competence, leaving skills gaps hidden until a difficult project exposes them and progression decisions that feel arbitrary to staff. This course guides PMO leaders, HR partners and senior project managers through building a competency framework spanning technical, behavioural and contextual competences, drawing on recognised competence models spanning technical, leadership and strategic dimensions without forcing a model that does not fit the organisation. It covers designing assessment methods including competency interviews, 360-degree feedback and portfolio evidence, calibrating assessor judgement, and building a career pathway with clear progression gates from coordinator to portfolio director. Teaching uses framework design workshops and calibration exercises against realistic assessment scenarios. Participants leave with a draft competency framework, an assessment toolkit and a career pathway structure ready to adapt to their own organisation.
Expected Learning Outcomes
Map competency levels from coordinator to portfolio director using a structured career pathway.
Design assessment methods that combine competency interviews, 360-degree feedback and portfolio evidence.
Calibrate assessment ratings across assessors to reduce inconsistency and bias.
Link competency gaps to targeted development plans, mentoring and stretch assignments.
Set progression criteria and gateway reviews for promotion between career levels.
Evaluate the framework's impact using retention, promotion and delivery performance indicators.
Who Should Attend
Heads of project management offices building internal capability frameworks.
HR business partners supporting project and programme career structures.
Portfolio directors responsible for succession planning in delivery functions.
Senior project managers moving into capability or talent development roles.
Learning and development leads designing project management career pathways.
Project management office coordinators tasked with maturity assessments.
Course Modules
Select any module to see its sessions and points.
01Defining Competence for Project Roles
2 sessions · 8 points
Session 1Technical, Behavioural and Contextual Competence
- Differentiate technical, behavioural and contextual competences using recognised project management competence models.
- Translate organisational delivery challenges into specific competence requirements for each role.
- Draft competence statements that describe observable behaviour rather than vague personal traits.
- Validate draft competences with practising project managers through structured review sessions.
Session 2Referencing Established Competence Baselines
- Compare established competence baseline structures spanning technical, leadership and behavioural dimensions used across the profession.
- Select the reference model best suited to your organisation's sector and delivery methods.
- Adapt an established baseline to reflect organisation-specific tools, standards and governance.
- Map existing job descriptions against the chosen competence baseline to expose gaps.
02Designing the Career Pathway
2 sessions · 8 points
Session 1Levels, Titles and Progression Gates
- Define career levels from project coordinator through to portfolio or programme director.
- Set progression gates that combine competence evidence, delivery track record and stakeholder feedback.
- Design dual pathways that allow technical specialists to progress without becoming people managers.
- Align pay grading and title conventions with the agreed career level structure.
Session 2Communicating the Pathway to Staff and Managers
- Produce pathway visuals and role profiles that staff can use for self-assessment.
- Brief line managers on how to use the pathway in appraisal and development conversations.
- Address common staff concerns about fairness, favouritism and pace of progression.
- Pilot the pathway with a representative group before organisation-wide rollout.
03Assessing Competence Reliably
2 sessions · 8 points
Session 1Assessment Methods and Evidence
- Design competency-based interview questions that probe specific past behaviour and decisions.
- Build a portfolio evidence template covering delivered projects, artefacts and stakeholder outcomes.
- Incorporate 360-degree feedback from sponsors, team members and peers into the assessment.
- Select assessment methods proportionate to career level and role criticality.
Session 2Calibration and Reducing Bias
- Run calibration panels that compare assessor ratings across candidates at the same level.
- Identify common rating biases, including leniency, recency and similarity bias, in assessment records.
- Document assessment decisions with evidence references to support consistency and appeals.
- Refresh assessor training periodically to maintain consistent application of standards.
04Development Planning and Framework Evaluation
2 sessions · 8 points
Session 1Closing Competence Gaps
- Translate assessment results into individual development plans with specific actions and timelines.
- Select development methods, including mentoring, secondments and stretch project assignments.
- Track development plan completion and its effect on subsequent assessment ratings.
- Prioritise organisation-wide development investment based on aggregated competence gap data.
Session 2Measuring Framework Impact
- Define indicators that link the competency framework to retention, promotion rates and delivery performance.
- Review framework usage data to identify levels or competences with low assessment activity.
- Gather feedback from staff and managers on the framework's fairness and practical value.
- Update the framework and pathway periodically to reflect new delivery methods and roles.
What the participant receives
4 course modules
A structured syllabus
8 training sessions
across 5 days
32 detailed points
Applied, detailed content
Accredited attendance certificate
On completing the programme
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