Internal PR of the new tool will inspire employees to actively use it

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The assessment method depends on the type of competence and the employee's job level.
Implementation of the competency model
It is not enough to just develop a competency model; you also need to correctly implement this tool into the organization’s work.

Here's what you can do for this:

Document the model. Design it as an instruction, methodology, order, or other format accepted by you. Post all useful materials on the topic of competencies in a publicly accessible place so that all interested employees can find it. For example, pin the document in the "Training" chat of your corporate messenger .
Give a presentation. Invite all employees of the company who will be affected by the changes in their work to the overview event. Talk about the tool in the language of benefits, that is, what benefit it will bring to all team members.
Organize training. Detailed training should be provided to people who will use estonia phone number list the model in their work. These include, for example, department heads and HR specialists.
Create a roadmap for implementing the model. The new tool will change many processes in the company, such as finding new employees and adapting them, managing personnel movements, and regularly evaluating the team. These changes need to be managed so that they are not chaotic, but systematic.
Share positive results. An important point: in the first months of using the model in practice, you should collect feedback from all participants in the process and adjust the tool if necessary.
After 5-6 months of implementing the competency model, it will be possible to assess how the work results have changed. For example, whether the speed of personnel selection, the size of the personnel reserve, the level of team satisfaction and its effectiveness have increased.

Briefly about the main thing
Competence is a set of skills, knowledge and personal characteristics of a person that help him effectively solve a specific problem. Competence necessarily manifests itself in behavior in the form of specific actions. These actions are called indicators.