When the roles you are defining are similar across business units, (e.g., sales, engineers, finance, risk analysts), there are 2 ways you can choose to build the model. You could include people across business units in the workshops where you create the competency models. Or you could create the model with one business unit, and then validate it with the other business units, providing them with the opportunity to customize the tasks and/or behavioral examples. We’ve done it both ways.
If time is of the essence, the build and validate approach may be faster and easier. If the company culture has business units at odds, then being more inclusive at the front end is the way to go. A middle ground is to have the other business units validate the output of the Rapid Job Analysis workshop, and then participate in the Task Example editing and workshop.