2. Develop Competency Models for Cr

2. Develop Competency Models for Critical Target and Feeder Jobs. Frequently this involves development of competency models for each of several steps in a job family ladder. BEIs conducted with four superiors and two averages at each level are analyzed to identify competencies required for a superior performance at the level and also to pinpoint how the competencies change or grow as an employee advances up the ladder.3. Assess Candidates (and Current Job Holders) Against Competencies for Target Jobs. As in competency-based selection programs, sub steps are (a) identify cost-effective assessment methods, and (b) train assessors to evaluate candidates for (and incumbents in) target jobs. Assessment for succession planning can require considerable resources. Each level down an organization goes in assessing people in feeder jobs increases the population to be assessed ((average span of control) * levels). For example, if span of control is seven employees in a feeder job to each higher-level job, one level down requires 7 assessments, two levels: 7 X 7 = 49 assessments, and three levels: 7X7X7 = 343 assessments.