From Potential to Performance
Have you ever wondered why two people with the same degree and experience move forward at different speeds? The answer lies in professional competencies: the set of knowledge, skills, and attitudes that transform what you know into concrete results.
But not all competencies are mastered in the same way. As explained by Colombia’s Ministry of Education, there are professional competency levels that reflect a person’s evolution from beginner to expert. Recognizing these levels makes it possible to define a clear growth path, build stronger teams, and create evidence-based organizations.
“Developing competencies is not about learning more, but about applying better what you already know.”
What Are Professional Competencies
A professional competency integrates three dimensions: knowing (knowledge), knowing how to do (skills), and knowing how to be (attitudes). According to Redalyc and SciELO, the concept emerged to describe effective performance in real-world contexts. It is not enough to understand a process; you must be able to apply it with autonomy, ethics, and quality.
UIE defines professional competencies as the ability to combine theory and practice to create value in an organization or community. Meanwhile, Pandapé emphasizes their importance in modern employability: companies no longer evaluate only degrees, but demonstrated competency levels in action.
Professional Competency Levels: A Growth Path
Colombia’s Public Service framework establishes five professional competency levels that measure a person’s progress from basic execution to strategic leadership. These levels apply to any profession or sector and serve as a guide for talent development.
Level 1 – Initial or Beginner
This is the starting point. The professional has basic knowledge and needs support or supervision.
- Understands essential tasks.
- Follows step-by-step instructions.
- Requires constant guidance to solve problems.
Example: a new analyst learning to use software or apply a standard procedure.
Level 2 – Basic or Operational
The person begins to work with greater autonomy.
- Performs tasks with quality and responsibility.
- Applies known procedures with minimal supervision.
- Identifies common problems and proposes simple solutions.
Example: a technician who independently performs routine tasks.
Level 3 – Competent
This is where knowledge turns into results.
- Masters the processes of their role.
- Makes decisions based on professional criteria.
- Contributes to team goals and improves efficiency.
Example: a specialist who optimizes methods or suggests productivity improvements.
Level 4 – Advanced or Technical Expert
At this level, influence and guidance emerge.
- Diagnoses complex problems.
- Trains and advises colleagues.
- Proposes innovations that improve overall performance.
Example: a technical leader who guides their team and establishes best practices.
Level 5 – Reference or Organizational Expert
The highest level of professional development.
- Designs strategies and work models.
- Makes decisions with organizational impact.
- Promotes a culture of continuous learning.
Example: a director or consultant who leads structural change and serves as an institutional reference.
“Competency levels do not measure hierarchy, but evolution: from acting by instruction to acting with purpose.”
Why Professional Competency Levels Matter
According to UIE, professional competency levels allow organizations to manage talent based on evidence, ensuring that each person grows according to real capabilities rather than seniority alone.
Benefits for organizations:
- Align talent with strategic objectives.
- Enable more effective training plans.
- Improve productivity and talent retention.
Benefits for professionals:
- Clarify career development paths.
- Strengthen employability.
- Increase motivation through measurable progress.
DIAN and Colombia’s Public Service agree that competency levels are essential tools for performance evaluation and career building in the public sector.
“You don’t get promoted by time served, but by evidence of competence.”
Examples of Professional Competencies by Type
Not all competencies are the same. There are different competency families, and each can be assessed at multiple levels.
1. Technical competencies (hard skills)
Specific knowledge related to a professional field. Example:
- Level 1: understands theoretical fundamentals.
- Level 3: applies tools effectively.
- Level 5: designs methodologies or leads technical innovation.
2. Transversal competencies (soft skills)
Personal and interpersonal skills that support collaboration. Example:
- Level 1: listens and communicates respectfully.
- Level 3: facilitates effective meetings.
- Level 5: inspires and leads with empathy.
3. Digital competencies
Ability to use technology critically and safely. Example:
- Level 1: uses email and basic office tools.
- Level 3: automates tasks or analyzes data.
- Level 5: leads digital transformation strategies.
As Pandapé highlights, this “families and levels” approach helps structure continuous learning in modern organizations.
How to Evaluate Professional Competency Levels
Competency assessment is not an exam. It is a systematic observation of performance. According to Colombia’s Public Service, the most effective methods include:
- Level-based rubrics with behavioral descriptors.
- Critical incident interviews using real scenarios.
- Performance evidence such as projects, reports, results, or feedback.
- Self-assessment and peer assessment to compare perspectives.
Redalyc and SciELO support this evidence-based approach as the most valid model for education and talent management.
“Evaluating competencies is not about measuring knowledge, but about observing impact.”
Training and Development: How to Move Up a Level
Once the current level is identified, the next step is planning progression. According to Educaweb and Universia, a competency-based development plan should include three pillars.
1. Diagnosis
Identify strengths and gaps through assessment tools or coaching.
Example: a level 2 professional aiming for level 3 needs to strengthen autonomy and technical judgment.
2. Active learning
Growth happens through deliberate practice.
- Targeted training such as courses, certifications, or workshops.
- Participation in real projects.
- Mentoring or coaching from higher-level experts.
3. Feedback and follow-up
Learning consolidates through continuous feedback. According to WorkMeter, companies that provide structured follow-up increase productivity by 25 percent and reduce talent turnover.
“Professional development is not measured in degrees, but in how your competencies evolve.”
Example of a Professional Competency Level Matrix
| Competency | Level 1 | Level 3 | Level 5 |
| Communication | Communicates clearly in simple tasks. | Facilitates communication within the team. | Represents the organization in strategic contexts. |
| Problem solving | Follows step-by-step instructions. | Evaluates alternatives and proposes improvements. | Creates innovative solution models. |
| Leadership | Accepts basic responsibilities. | Coordinates small groups and motivates the team. | Develops vision and culturally guides the organization. |
| Innovation | Applies known ideas. | Generates creative solutions. | Transforms processes and creates new methodologies. |
This matrix, inspired by Public Service frameworks, visualizes the journey from execution to transformation.
Competencies and Employability: An Academic and Human Perspective
Research from Redalyc and SciELO shows that professional competencies impact not only productivity, but also personal and social satisfaction. People who understand their own level can plan their growth, make conscious decisions, and contribute sustainable value.
UIE summarizes it clearly:
“Talent is not improvised. It is built through self-awareness, learning, and purpose.”
In a job market where roles change faster than degrees, measuring and improving competencies is the best way to stay relevant.
Your Growth Is Also Measured in Levels
Understanding professional competency levels is not about labels. It is about clarity. Knowing where you are and where you can grow gives you power: the power to learn with direction and move forward with purpose.
The challenge is not reaching the highest level, but maintaining curiosity, humility, and the ability to evolve. Because competencies, like people, are alive. They grow, transform, and multiply their impact.
“Being competent is not about reaching the end. It is about improving every day with awareness and action.”
Would you like to discover your professional competency level and learn how to move to the next one? At CareerCoach.com.co, we help you assess your competencies, define a development plan, and strengthen your skills through personalized coaching.
Schedule a free session with a certified coach and start building a solid, strategic career aligned with your purpose.
