Understanding Additional Job Competency Attachments

After you attach competencies to the organizational structure, you can attach additional, more specific competencies to each of these:

Organizational Business units.
Job groups.
Jobs.
Individual jobs within an organizational business unit.

Attaching additional competencies gives you the flexibility to customize competencies to a particular job and still take advantage of the time saving qualities of inheritance. When you attach a job competency to the top organizational structure, organizational business unit or job group, all of the jobs within that organizational structure, organizational business unit or job group inherit the competency.

For each job, you can also attach competencies that are specific to a particular organizational business unit. For example, the job Administrative Assistant might require different competencies when it is in the Information Technology organizational business unit than it does when it is in the Finance organizational business unit. You can also override certain information for inherited competencies.

In some cases, you might want to override the decision to include a competency in gap analysis. For example, a competency such as word processing skills might be essential to the job Administrative Assistant. The job Programmer might also require word processing skills, but these skills are considered minor requirements compared to the other more essential competencies, such as programming languages and analytical thinking ability. Therefore, you might decide to include that competency in the gap analysis and performance review for administrative assistants, but not in the gap analysis and performance review for programmers.