A competency model focuses on what tasks/skills are critical to success in the role, what it looks like to be great at those tasks/skills, and what people should be able to DO with the required knowledge. While a skill could be “Demonstrate knowledge of [something]”, it’s even better to describe the purpose of demonstrating that knowledge.
Here are some examples:
You don’t have knowledge of export control. Rather, the skill is "Apply proper export control procedures to shipments", which requires knowledge of expert control procedures, regulations and documentation.
You don’t have knowledge of solution components. Rather, the skill is "Serve as a customer’s solution consultant in order to maximize solution impact", which requires you demonstrate knowledge of the solution components. Your level of proficiency is determined by your level of knowledge, along with other behaviors, such as the ability to communicate at the appropriate level.
You don’t have knowledge of a technology. Rather, you “Write software code with [that technology]”, which requires you apply knowledge of that technology. And the level of proficiency with which you write code depends on that knowledge – coding simple functions, writing complex functions, or troubleshooting the code of others.
You don’t have product knowledge. Rather, you have “Knowledge of Product XYZ such that I can perform the appropriate sales activities”. You can do that by properly articulating product configuration options, detailed business case development, proper competitive positioning, and explaining how the product will help customers adjust to future trends.
So in summary, knowledge is an enabler of skill in a competency model. It’s not the knowledge itself that is important, it’s what you can do DO with that knowledge that counts.