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Many organizations do not have competency models or career development paths for their cost estimating or other cost engineering staff. A model helps employees understand the skills and performance required for each position in alternate career paths and allows them to proactively participate in managing their career development. Using models, supervisors can more effectively lead and manage staff performance in a way that links to overall company strategies and supports improved organizational effectiveness. This paper provides some background, discusses the basic principles of competency and career development modeling, highlights some useful industry references, and provides an example competency model for cost estimating professionals.



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