There are so many places you can use competency models within the organization and throughout the employee lifecycle.

For example:

Job descriptions
Recruiting/interviewing - ensure you’re recruiting the right skills
Onboarding (for setting expectations & communicating culture) - help each person on day one in a role know exactly what is expected of them, how they compare, and what they should begin focusing on; the behaviors in the model can communicate corporate culture, especially for those new to the company or business unit, highlighting what’s important
In-role development – closing skill gaps and developing toward both proficiency and mastery
Career planning - helping people prepare for the job they want next
Opportunities for development and growth is both one of the top 3 reasons people take a job, and it’s the also in the top 3 reasons why people leave… when they don’t exist.
Mentoring (creating task-based mentors) - build bench strength more quickly
Coaching - ensure that managers can coach without guesswork
Learning opportunity development – identify what you need that you don’t have
Strategic workforce planning – Compare the skills people have today with what you need tomorrow, and upskill or hire to close the gaps
Real needs assessment - develop the optimal L&D action plan