These frameworks are behavioral competency frameworks. When used for assessing competencies, it is useful to define what the behavioral competency is unambiguou

These frameworks are behavioral competency frameworks. When used for assessing competencies, it is useful to define what the behavioral competency is unambiguously and include positive and negative examples of the behavior. People have questions like, "What should I do to move up the next level?" A competency framework helps answer that question. For eg: say one is currently a manager of people (a.k.a. First level manager) and is looking to move to a manager of managers role (eg: a department leader). A well-defined competency framework would clearly elucidate what kinds of behaviors are expected from each level so that it is clear when having a 1:1 discussion on career progression on where the behaviors are already demonstrated and where there are gaps that need to be worked on. Raises, bonuses and promotion are generally a "past performance + future potential" decision. The competency framework can feed into past performance as well as future potential. Eg: a line manager who is performing poorly on certain competencies may not get his full bonus compared to a line manager who is demonstrating satisfactory levels in all required competencies. Also, year-on-year trends of behavioral competency measurements can also inform on future potential/promotion decisions. Gaps can identify training / development needs. It is useful when applied consistently.