Competency models describe what someone in a particular role should be able to do to perform their part of corporate strategy.  The application of competency models is how you make them actionable, and how you operationalize them. 

I’m a Mechanical Engineer.  I assess myself against the competency model for my job and identify a few skill gaps.  From my personalized learning plan (PLP), I identify what development actions I propose to take first.  My manager assesses me too – we discuss any perceptual differences and determine what I should focus on.  We review my proposed short term development plan and make any alterations.  My manager may identify a task-based mentor with whom I can work.  I start to execute the plan and my manager asks me about my progress regularly, referencing the behavioral examples in the competency model.  When I complete the items on my development plan, I re-assess myself to see what gaps remain.  And I repeat the continuous improvement process, together with my manager.

I’m a Retail Store Manager.  I assess myself against the competency model for my job and identify a few skill gaps.  The development actions (that is, the competency-based learning) in my PLP will be different than those proposed for the Mechanical Engineer, but the application is the same.

I’m a Radiology Technician.  I assess myself against the competency model for my job and identify a few skill gaps…

Well, you get the point.  The tactics may be different, the competency model will certainly be different, the environment in which people work may be different, but the application is the same.