Recruitment and onboarding
Pre-deployment competency governance. Benchmarks candidates against calibrated role expectations before deployment—reducing hiring and role-fit risk.
Sample role: Senior Project Engineer – Highways
Flagship Program
Competency Compass
Enterprise capability governance across the delivery lifecycle
Construction and infrastructure delivery risk rarely originates at execution alone. It begins at recruitment, compounds during performance cycles, escalates through unstructured development, and concentrates at portfolio level. COMPASS converts role expectations into decision-ready competency intelligence across four organisational layers—validating deployment readiness, diagnosing delivery exposure, guiding targeted interventions, and enabling portfolio capability governance.
Role-based capability assessment and benchmarking engine that structures competencies, subscales, and evidence criteria into decision-ready competency-role matrices.
Usefulness
Where Compass creates direct decision value
Performance management
Delivery risk diagnostic intelligence. Shifts reviews from generic ratings to competency-level diagnostics across technical, project, risk, and leadership dimensions.
Sample role: Construction Manager – Industrial Plant Project
Learning and development
Targeted capability intervention engine. Identifies exact gap clusters and links them to targeted IDPs, mentorship, and role-specific training plans.
Sample role: Deputy Project Manager – Metro Rail Project
Team and cohort planning
Portfolio-level capability governance. Produces mean and median cohort insights to prioritise intervention budgets and sequence capability-building initiatives.
Sample cohort: 12 Project Managers – Multi-Project Infrastructure Portfolio
Framework Architecture
Four competency categories
- A. Technical Expertise: construction knowledge, advanced problem solving, quality management, safety and compliance.
- B. Project Management: project controls, cost management, procurement and contracts, execution, stakeholder leadership.
- C. Risk Management: financial acumen, crisis management, conflict resolution, regulatory compliance.
- D. Innovation and Stewardship: innovation, communication, digital aptitude, leadership, ethics, decision-making, sustainability.
The framework aligns individual capability with organizational and industry benchmarks for the construction context.
Levels of Proficiency
Progression mapped to experience
| Level | Role Band | Experience |
|---|---|---|
| Basic | Entry-level engineer | 0-4 years |
| Intermediate | Independent contributor | >4 to 10 years |
| Advanced | Senior engineer / mentor | 10-20 years |
| Expert | Leadership authority | 20+ years |
Role-specific weightages are applied by level so scoring reflects expected responsibility depth.
Assessment Method
How COMPASS measures competency
Decision-ready outputs
- Candidate-level competency profile by sub-criterion (A1 to D7)
- Role-level comparison against organizational mean and median
- Priority gap clusters for targeted interventions
- Pre-assessment and post-assessment tracking for measured improvement
What leaders do with the output
- Improve selection quality in recruitment and onboarding cycles
- Identify high-impact capability gaps before they become delivery risks
- Align L&D spend with measurable role-readiness movement
- Track cohort progress in controls, commercial, risk, and leadership domains
Applied Insight
From assessment data to capability action
COMPASS reports include competency-level evidence for recruitment decisions, performance discussions, and development planning. Organizations can view individual, role-level, and cohort distributions for focused intervention design.
- Use-case tracks: Recruitment, Performance Management, Learning & Development, Team/Cohort Competency
- Cohort diagnostics include mean and median views for intervention prioritization
- Question bank traceability supports transparent and defensible competency decisions
Assessment logic, scoring calibration, and client-specific datasets remain confidential by design.
A closed-loop capability governance system
Across recruitment, performance, development, and cohort planning, COMPASS creates a continuous governance loop: validate before deployment, diagnose during execution, intervene with precision, and govern at portfolio level. The outcome is measurable improvement in cost predictability, schedule reliability, commercial depth, and leadership continuity.