EPSI COMPETENCY FRAMEWORK
A common language for recruitment, development and succession planning.
Grounded in research and a structured development process, the EPSI framework helps your HR teams and managers clarify expectations, recruit and develop talent using shared reference points.
Tell us about your needs to receive a proposal tailored to your organization.
SCIENTIFIC FOUNDATIONS
Research as a starting point. Workplace insights to refine the model.
The EPSI framework was developed by specialists in assessment and competency management with graduate-level training in psychology, industrial relations, administrative sciences and career counselling.
01
Literature review
A review of the literature on future skills and existing competency frameworks informed the design of the model.
02
Analysis of workplace realities
More than 100 job postings from various sectors were analysed, alongside an analysis of EPSI clients’ needs.
03
Iterative development
Workshops, focus groups and client validation helped refine the framework.
YOUR HR CHALLENGES
Consistent reference points at every stage of the journey.
When expectations vary from one team to another, decisions become harder to explain. A common framework helps structure these conversations.
01
Recruit using shared reference points
Define the competencies expected for a position and prepare your interviews using questions tied to those competencies.
02
Clarify workplace expectations
Give managers and their team members behavioural indicators to discuss competencies and the desired level of proficiency.
03
Focus development efforts
Connect the competencies to be developed with actions, reflection prompts and learning resources.
04
Plan for succession
Clarify the competencies expected for key roles to guide conversations about development and internal mobility.
WHAT THE FRAMEWORK INCLUDES
Three complementary tools.
A structured foundation for defining expectations, preparing interviews and supporting competency development.
01
Competency profiles
53 competencies · 6 performance domains
Each competency includes behavioural indicators organized into three proficiency levels: basic, intermediate and expert.
To clarify what is expected in a role.
02
Interview guides
1,575 interview questions
Situational and behavioural questions cover all 53 competencies to help you prepare your interviews.
To connect questions with the competencies you are looking for.
03
Training plans
53 training plans
A plan for each competency, with concrete actions, reflection prompts and suggested learning resources.
To turn development needs into action.
Would you like to use these tools in your organization?
FROM FRAMEWORK TO ACTION
Connect your HR decisions, from recruitment to development.
01
Define expectations
Select the competencies relevant to the positions you are targeting and specify the expected proficiency level.
02
Structure assessment
Prepare your interviews using questions tied to the selected competencies.
03
Guide development
Use the training plans to inform conversations and identify relevant development opportunities.
The framework provides reference points and tools. How they are used depends on your job requirements, your context and the judgement of those responsible for HR decisions.
IN YOUR ORGANIZATION
A common framework. Applications tailored to your roles.
Your starting point may be a recruitment process, team development or succession planning. Describe your priority to clarify how the framework can fit into your practices.
How your teams can use it
- HR team: establish consistent reference points across processes and roles.
- Managers: prepare interviews and clarify expectations with their teams.
- Employees: better understand expected competencies and development opportunities.
Need support?
EPSI also offers training in the competency-based approach. Tell us about your training or support needs: the selected services and their scope will be specified in your proposal.
PRACTICAL QUESTIONS
What to know before requesting a proposal.
Who is the framework for?
Organizations looking to structure their human resources management around competencies. HR teams and managers can use it for recruitment, development, role expectations and succession planning.
What tools does it include?
The framework brings together profiles for 53 competencies, interview guides and 53 training plans. The competencies are organized into six performance domains and described at three proficiency levels.
How do you access the framework?
The framework is accessible from the “Compétences” tab on the online testing platform. Once logged in, select the framework to access the module you have purchased. The applicable terms will be specified in your proposal.
Is support included?
The scope of support and training will be specified in your proposal. Indicate your needs in the form so these services can be considered separately from the framework’s content.
What information is needed to receive a proposal?
Your organization’s name, approximate number of employees, industry and a description of your needs. Specify the teams or positions involved and your main objective.
REQUEST A PROPOSAL
Receive a proposal tailored to your organization.
This information will help our team clarify your needs and prepare a tailored proposal.
What happens next
The EPSI team reviews your project and contacts you to clarify your needs and the terms of the proposal.
Requesting a proposal does not constitute a purchase.
Prefer to email us?
info@epsi-inc.com
All fields are required.
This information is used to process your proposal request. Read our privacy policy. You will not be automatically subscribed to our newsletter.
