ASTD Competency Model

WHAT IS IT AND HOW DO I BENEFIT? PUTTING THE MODEL TO WORK

Professional development is the key to personal success.
A defined set of competencies is the hallmark of a true profession.
The ASTD model provides an important and useful tool to guide
More than ever, the American Society for Training & Development
individual development by describing what it takes for you as a
(ASTD) is supporting its members and the field of learning
contributor and professional in the field to successfully navigate
and development with a model designed to mold the future
your career. The model also provides a common language that
of the profession. ASTD’s landmark study as described in the
can be used to discuss what the organization needs from the
groundbreaking report “ASTD Competency Study: Mapping
profession by answering the question: What competencies should
the Future” defines the landscape of the learning and
people possess to be thriving in the field? At the same time, it
development profession while simultaneously preparing
supplies a roadmap of success that charts performance against
the profession formerly known as “training” for the next
a valid set of descriptors. Take the online ASTD Career Navigator
generation of practitioners.
at www.astd.org/careernavigator to create your roadmap
of success.
This model for our dynamic and complex profession will enable
practitioners to provide their organizations with an even higher
Organizational applications of the ASTD Competency Model
level of value and service. It defines the profession in the context
can serve as an integrative framework for an organization’s
of learning and development, and tries to balance the strategic,
HR system. It can help align the HR system vertically with the
financial, and business goals of institutions with the welfare
organization’s strategic objectives, organizationally with other
of the people who are doing the work.
HR functions, and integrate across the many facets of HR activities
that make an impact on organizational performance.
BUILDING BLOCKS FOR SUCCESS
The model was built using a data-driven approach with content Education and academic programs can base their curriculum
validated by thousands of learning and development professionals. around the ASTD model to actively meet employer expectations
The competencies encompass clusters of skills, knowledge, for new and continuing professionals in the field.
abilities, and behaviors required for people to succeed in the
learning and development field. The model is based on three Credentialing is one of the highest achievements available
layers of successive building blocks and is shown in the pyramid to recognize individuals who have met certain predetermined
depiction on the other side of this handout: standards. The ASTD model provides a basis for a competency-
based certification program that tests the core knowledge,
• Foundational Level: Foundational Competencies skills, actions, and behaviors judged most critical for successful
• Focus Level: Areas of Expertise performance. Details about ASTD Certification Institute’s
Certified Professional in Learning and Performance (CPLP)
• Execution Level: Professional Roles
certification program can be found at www.astd.org/cplp.

WHAT’S NEW? WHAT’S DIFFERENT?

The model was originally published in 2004 after a significant
information gathering and research process by ASTD, DDI, and
Rothwell and Associates. The goal was to determine industry
• For more information about the ASTD Competency
needs. Two minor revisions to the model were incorporated
Model, go to www.astd.org/model.
since then—first in 2008/09 to add leadership and technology
components, and then again in 2010/11 to add social learning • For more information about ASTD CI’s CPLP
to the Managing Organizational Knowledge AOE. Social learning certification program, go to www.astd.org/cplp.
was not fully integrated because while related, it is still a distinct
topic, and not a new AOE. Details about the recent updates can be
found on www.astd.org/model.

www.astd.org/model
 ASTD Competency Model

Roles are the top tier or execution level of the

model. Roles are not the same as job titles. They
are much more fluid depending on the work or
project, and are the broad area of responsibility
within the profession that requires a select group
of foundational competencies (bottom tier) and
select group of AOEs (second tier) to successfully
execute. There are four defined roles in the model.

Areas of Expertise (AOE)

is the second tier of the
Foundational Competencies model and comprises
are supporting level specific technical and
competencies linked to professional areas required
successful performance in for success across various
the field, and are desirable jobs in the field. These
regardless of an individual’s AOEs are specialized areas
area of expertise or role. that build and rely upon the
The model divides the focused application of the
foundational competencies foundational competencies.
into three clusters: There are nine AOEs as
interpersonal, business/ shown on the model.
management, and personal.

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www.astd.org/model