In many organisations, the summer quarter is one of the quietest times of the year. With annual leave in full swing, project timelines on pause, and a slower pace across departments, it might seem like a time to wind down. But in reality, this quieter period offers a golden opportunity for something far more strategic: launching your competency framework.
If your business has been considering implementing a structured approach to skills and capability management, summer is the perfect time to begin. In this blog, we’ll explore why this season sets the stage for successful framework design and how Comaea makes the entire process easier, more efficient, and fully aligned with your long-term workforce strategy.
What Is a Competency Framework?
A competency framework is a structured model that outlines the skills, behaviours, and knowledge required for success in each role within an organisation. It defines what “good” looks like across different functions, levels, and career stages, and it forms the foundation for:
- Recruitment and onboarding
- Learning and development
- Performance management
- Succession planning
- Workforce planning
Whether you’re launching a company-wide framework or starting with a pilot team, Comaea gives you the tools to design, deploy and track a competency-based approach to people development.
Why Launch in Summer?
Here’s why summer is not just convenient—but strategically smart—for building and rolling out a competency framework:
More Time, Less Disruption
With fewer day-to-day meetings and less operational noise, HR and L&D teams have more time to think long-term. It’s the perfect moment to step back, audit current capabilities, and begin framework design without the pressure of immediate delivery deadlines.
Pilot-Friendly Conditions
With some teams running lighter, it’s easier to run pilot schemes, gather feedback, and iterate on your initial competency model. You can test your framework in a controlled, low-risk environment before a full-scale roll-out in autumn.
Head Start for Q3 and Q4
Launching in summer gives you time to embed your framework into planning for the remainder of the year. From training budgets to appraisal cycles, you’ll be ready to align your HR initiatives with measurable competency data.
Step 1: Audit Existing Capabilities and Needs
Before you build anything, use Comaea’s Insights and Discover modules to assess:
- What competencies currently exist across your organisation
- Where critical skills gaps or overlaps lie
- How aligned existing development plans are with your business goals
This initial audit can be done through manager-led assessments, employee self-evaluations, or imported data—giving you a comprehensive view of your workforce’s starting point.
Step 2: Build Your Framework Using Comaea’s Design Module
Comaea’s Design module allows you to build your competency framework flexibly, whether you’re:
- Creating role-specific competency profiles
- Designing cross-functional behavioural frameworks
- Adapting existing industry standards (e.g. APM, engineering, NHS, etc.)
During the summer, collaborate with key stakeholders across HR, operations, and leadership to define what success looks like in each role. With lighter calendars, these conversations can be more thoughtful and future-focused.
Step 3: Engage Stakeholders Early
Quiet quarters are an ideal time to socialise new concepts. Use the summer to:
- Host small group workshops with team leaders
- Present early framework drafts for feedback
- Train HR business partners and L&D teams on how to use the new model
Comaea’s visual structure and simple terminology make frameworks easy to understand and adopt—perfect for getting early buy-in.
Step 4: Launch a Pilot with Measurable Outcomes
Avoid going live with everything at once. Instead, choose a specific department, team, or career level to pilot your new competency framework. Use Comaea to:
- Map current roles to the framework
- Assess baseline competencies
- Set personalised development plans (PDPs)
- Track short-term learning outcomes over the summer period
This pilot will generate valuable insights, such as:
- How well the framework aligns with day-to-day responsibilities
- Whether your levels of proficiency are realistic
- What changes might be needed before wider adoption
Step 5: Integrate with Your Wider Talent Strategy
Launching a competency framework isn’t just a standalone project—it’s a catalyst for modernising your entire talent strategy. Summer is a great time to plan how your framework will:
- Feed into your autumn performance review cycle
- Inform your Q3-Q4 learning and development calendar
- Shape future hiring and role design
Comaea’s modular apps make integration seamless, from development planning in the Dialogue module to learning assignment in the Learn module.
Step 6: Communicate the Vision
To ensure success, communicate early and often. Use summer to create:
- Internal FAQs or explainer videos
- A framework launch page on your intranet
- Training sessions or webinars introducing Comaea’s tools
When teams understand the why behind the framework—and how it benefits them personally—adoption is significantly higher.
Common Challenges You Can Overcome by Starting in Summer
- Competing priorities: Fewer day-to-day distractions
- Low stakeholder engagement: More availability for thoughtful discussion
- Change fatigue: Soft launch and pilot approach lowers pressure
- Rushed rollout: Summer allows for phased, controlled implementation
Final Thoughts: Turn Quiet into Competitive Advantage
The summer months don’t have to be slow—they can be strategic. By using this quieter quarter to launch or refine your competency framework, you’re not just filling time—you’re building the foundations of future success.
Whether you’re starting from scratch or improving an outdated model, Comaea makes it easy to design, deploy, and monitor frameworks that truly align skills with business goals.
Ready to make the most of your summer?
Book a demo or consultation today and let Comaea help you launch your competency framework with clarity and confidence.
