Title Competency Framework for Comp and Ben Brief.docx ✅

Page 2 of Fairness & Equity: Provides objective criteria for role evaluation and pay equity analysis Talent Development: Clear career progression paths with defined skill requirements Governance: Establishes accountability and decision-making frameworks ROI Optimization: Links reward investments to measurable business outcomes Framework Applications ● Hiring: Behavioral-based interview guides and assessment criteria ● Performance Evaluation: Objective competency-based appraisals ● Job Leveling: Consistent grading and career progression structures ● Learning & Development: Targeted skill-building programs ● Succession Planning: Readiness assessment and development planning ● Total Rewards Strategy: Competency-based pay and recognition programs PART 2: Framework Structure & Design Architecture Multi-Layered Framework Design Competency Categories 1. Core Behavioral Competencies (15 competencies) ● Universal skills required across all C&B roles ● Focus on ethics, communication, and business acumen 2. Functional (Technical) C&B Competencies (25 competencies) ● Specialized technical skills for reward design and administration ● Local regulatory knowledge and global best practices 3. Leadership & Strategic Competencies (8 competencies) ● Advanced capabilities for senior roles ● Strategic thinking and organizational influence Competency Levels Beginner (Level 1): Entry-level understanding with guided support Proficient (Level 2): Independent execution of standard tasks Advanced (Level 3): Complex problem-solving and mentoring others Expert (Level 4): Thought leadership and organizational impact

Page 4 of ● Task: Design methodology and analyze potential disparities ● Action: Creates statistical models and presents findings to leadership ● Result: Identifies and resolves 95%+ of pay equity gaps Level 4 - Expert: ● Situation: Transforming reward strategy using predictive analytics ● Task: Develop organizational reward intelligence capability ● Action: Implements advanced analytics tools and trains teams ● Result: Establishes industry-leading analytical capabilities Sample KPIs: Data accuracy rates, analysis turnaround time, recommendation acceptance rates Related Tools: Excel Advanced, SPSS, Tableau, PayScale, Mercer databases 2. Integrity & Ethical Decision Making Definition: Demonstrates highest standards of professional conduct, confidentiality, and ethical judgment in all reward-related activities. Business Relevance: Critical for maintaining trust in Pakistani organizations where personal relationships and confidentiality are paramount cultural values. Proficiency Levels: Level 1 - Beginner: ● Situation: Handling sensitive salary information ● Task: Maintain confidentiality during routine tasks ● Action: Follows established protocols without deviation ● Result: Zero confidentiality breaches reported Level 2 - Proficient: ● Situation: Managing competing stakeholder interests ● Task: Balance fairness with business constraints ● Action: Transparently communicates decisions and rationale ● Result: Maintains stakeholder trust and credibility Level 3 - Advanced: ● Situation: Addressing potential conflicts of interest ● Task: Navigate complex ethical dilemmas ● Action: Develops policies and guides others on ethical standards ● Result: Establishes reputation as trusted advisor Level 4 - Expert: ● Situation: Setting organizational ethical standards ● Task: Create governance framework for reward decisions ● Action: Champions ethical practices across organization