Louisiana Competency Model: FAQs

The Louisiana Competency Model defines the skills and behaviors that lead to success in public service. It creates a common language for skills that applies across all agencies, job levels, and roles, helping employees and managers clearly understand what effective performance looks like.

The model features 56 competencies grouped into four categories: People, Self, Thought, and Results. Each competency includes five levels of behavior that show how the skill is demonstrated, from foundational to distinguished performance.

Replacing the 2015 SCS Competency Model, this version is clearer, easier to use, and built for action. It connects directly to every stage of the employee lifecycle, from hiring and onboarding to growth and advancement, making it a practical tool for building a skilled, future-ready state workforce.

A competency is the combination of skills, knowledge, and behaviors that lead to successful job performance.

Each competency in the Louisiana Competency Model includes a clear definition and a set of observable behaviors that show what the skill looks like in action. These behaviors make it easier to identify, discuss, and evaluate skills, whether they were developed through education, work experience, or other life experiences.

A competency map identifies the specific skills and behaviors that are most important for success in a particular job.

Within the SCS Hiring Framework, competency maps guide agencies in selecting the right screening questions, interview questions, and activities to evaluate applicants. They also help employees understand which skills matter most for their position and how to grow those skills over time.

The Louisiana Competency Model groups all 56 competencies into four skill categories. These categories help explain the different types of skills employees need to succeed and how they work together to support effective public service.

People – How we connect, collaborate, and support others.
Self – How we manage our own growth, actions, and accountability.
Thought – How we analyze information, plan, and make sound decisions.
Results – How we set goals, deliver outcomes, and drive improvement.

These categories give employees and agencies a clear way to understand and talk about the skills that matter most.

Each competency in the Louisiana Competency Model includes five behavior levels that show how a skill develops and is demonstrated throughout an employee’s career.

The levels describe growth from early learning to mastery and can be used across the entire employee lifecycle, including hiring, onboarding, performance, development, and advancement.

• Forming – Struggles to demonstrate the competency without guidance. Attempts the behavior but shows gaps in skill or understanding. Behaviors may be inconsistent, incomplete, or not yet effective.
• Improving - Demonstrates the competency in some situations with partial success. Shows growth and increasing confidence with practice. Behaviors are present but not yet consistent or reliable.
• Successful - Independently demonstrates the competency in routine situations. Performs reliably and with confidence. Behaviors are consistent and meet expectations.
• Exceeds - Applies the competency independently in challenging or broader situations. Contributes added value or insight through actions and decisions. Strengthens outcomes for the team or organization.
• Exceptional - Demonstrates expertise in high-stakes situations where outcomes have significant consequences. Serves as a role model for others and elevates standards and outcomes through contributions.

These levels provide a common framework for identifying, developing, and evaluating skills at every stage of employment, creating a clear path for growth within Louisiana state service.

Yes. Each classified job specification that requires the SCS Hiring Framework includes a competency map showing the key skills and behaviors needed for success.

Competency maps are available on the State Civil Service website Job Information and Test Finder page. They help both employees and supervisors understand which competencies are most important for the role and how to demonstrate them at higher levels.

The Louisiana Competency Model gives agencies a clear, data-driven way to understand their workforce capabilities.

By defining the skills and behaviors needed across all job types, agencies can identify gaps, target training, and plan for future needs. This shared language for skills supports strategic initiatives such as succession planning, leadership development, and cross-agency mobility, helping Louisiana build a modern, adaptable workforce.

Statewide use of the Louisiana Competency Model ensures a consistent, skills-first approach to managing talent across all agencies.

Key benefits include:

• Clarity and consistency in hiring and promotion decisions
• Fair and transparent evaluation of applicant and employee skills
• Stronger alignment between workforce capability and agency goals
• Improved mobility and opportunity for employees across agencies
• Better data to inform planning and investment in workforce development

The Louisiana Competency Model and SCS Hiring Framework are core parts of SHIFT, State Civil Service’s initiative to Shape How We Invest in Future Talent.

SHIFT aligns hiring, development, and workforce planning under one skills-first approach. Together, these tools support the state’s broader modernization goals by creating a workforce that is capable, connected, and ready for the future of public service.