Project Management Institute

Project Manager
Competency
Development (PMCD)
Framework
Second Edition

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Project Manager Competency Development FrameworkSecond Edition

ISBN 13: 978-1-933890-34-0

ISBN 10: 1-933890-34-7
Published by: Project Management Institute, Inc.
Four Campus Boulevard
Newtown Square, Pennsylvania 19073-3299 USA.
Phone: 610-356-4600
Fax: 610-356-4647
E-mail: [email protected]
Internet: www.pmi.org
2007 Project Management Institute, Inc. All rights reserved.

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Notice
The Project Management Institute, Inc. (PMI) standards and guideline publications, of which the
document contained herein is one, are developed through a voluntary consensus standards development process. This process brings together volunteers and/or seeks out the views of persons who
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Contents
Preface to the Second Edition. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . ix
Chapter 1Introduction. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
1.1 Purpose of the PMCD Framework . . . . . . . . . . . . . . . . . .
1.2 Target Audience . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
1.3 What is Project Manager Competence? . . . . . . . . . . . . . .
1.3.1 Competencies Addressed by the PMCD Framework
1.3.2 Other Competence. . . . . . . . . . . . . . . . . . . . . . .
1.3.3 Complementing the PMCD Framework . . . . . . . . .
1.4 Alignment of the PMCD Framework with PMI Standards . . .
1.5 Design of the PMCD Framework . . . . . . . . . . . . . . . . . . .
1.6 Structure of the PMCD Framework . . . . . . . . . . . . . . . . .
1.7 Application of the PMCD Framework . . . . . . . . . . . . . . . .

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Chapter 2Performance Competencies . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

2.1 Purpose of the Performance Competencies . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
2.2 Structure of the Performance Competencies . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
2.3 Performance Criteria and Types of evidence. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
2.4 Units of Performance Competence . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
1.0 Unit of Competence: Initiating a Project. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Element 1.1 Project aligned with organizational objectives and customer needs . . . . . .
Element 1.2 Preliminary scope statement reflects stakeholder needs and expectations
Element 1.3 High-level risks, assumptions and constraints are understood . . . . . . . . .
Element 1.4 Stakeholders identified and their needs are understood . . . . . . . . . . . . .
Element 1.5 Project charter approved . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
2.0 Unit of Competence: Planning a Project . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Element 2.1 Project scope agreed . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Element 2.2 Project schedule approved . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Element 2.3 Cost budget approved . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Element 2.4 Project team identified with roles and responsibilities agreed . . . . . . . . .
Element 2.5 Communication activities agreed . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Element 2.6 Quality management process established . . . . . . . . . . . . . . . . . . . . . . .
Element 2.7 Risk response plan approved . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Element 2.8 Integrated change control processes defined . . . . . . . . . . . . . . . . . . . . .
Element 2.9 Procurement plan approved. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Element 2.10 Project plan approved . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
3.0 Unit of Competence: Executing a Project . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Element 3.1 Project scope achieved . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Element 3.2 Project stakeholders expectations managed . . . . . . . . . . . . . . . . . . . . .
Element 3.3 Human resources managed. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Element 3.4 Quality managed against plan . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Element 3.5 Material resources managed . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
4.0 Unit of Competence: Monitoring and Controlling a Project . . . . . . . . . . . . . . . . . . . .
Element 4.1 Project tracked and status communicated to stakeholders . . . . . . . . . . .
Element 4.2 Project change is managed . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Element 4.3 Quality is monitored and controlled . . . . . . . . . . . . . . . . . . . . . . . . . . .
Element 4.4 Risk is monitored and controlled . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Element 4.5 Project team managed . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Element 4.6 Contracts administered. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

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5.0 Unit of Competence: Closing a Project. . . . . . . . . . . . . . . . .

Element 5.1 Project outcomes accepted . . . . . . . . . . . . . . . .
Element 5.2 Project resources released . . . . . . . . . . . . . . . .
Element 5.3 Stakeholder perceptions measured and analyzed .
Element 5.4 Project formally closed . . . . . . . . . . . . . . . . . . .

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Chapter 3Personal Competencies . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

3.1 Purpose of the Personal Competencies . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
3.2 Structure of the Personal Competencies . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
3.3 Performance Criteria and Types of Evidence. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
3.4 Units of Personal Competence . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
6.0 Unit of Competence: Communicating . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Element 6.1 Actively listens, understands, and responds to stakeholders . . . . . . .
Element 6.2 Maintains lines of communication . . . . . . . . . . . . . . . . . . . . . . . . .
Element 6.3 Ensures quality of information . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Element 6.4 Tailors communication to audience . . . . . . . . . . . . . . . . . . . . . . . .
7.0 Unit of Competence: Leading . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Element 7.1 Creates a team environment that promotes high performance . . . . . .
Element 7.2 Builds and maintains effective relationships . . . . . . . . . . . . . . . . . .
Element 7.3 Motivates and mentors project team members . . . . . . . . . . . . . . . .
Element 7.4 Takes accountability for delivering the project . . . . . . . . . . . . . . . . .
Element 7.5 Uses influencing skills when required . . . . . . . . . . . . . . . . . . . . . . .
8.0 Unit of Competence: Managing . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Element 8.1 Builds and maintains the project team . . . . . . . . . . . . . . . . . . . . . .
Element 8.2 Plans and manages for project success in an organized manner . . . .
Element 8.3 Resolves conflict involving project team or stakeholders . . . . . . . . . .
9.0 Unit of Competence: Cognitive Ability . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Element 9.1 Takes a holistic view of project . . . . . . . . . . . . . . . . . . . . . . . . . . .
Element 9.2 Effectively resolves issues and solves problems . . . . . . . . . . . . . . .
Element 9.3 Uses appropriate project management tools and techniques . . . . . . .
Element 9.4 Seeks opportunities to improve project outcome . . . . . . . . . . . . . . .
10.0 Unit of Competence: Effectiveness . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Element 10.1: Resolves project problems . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Element 10.2: Maintains project stakeholder involvement, motivation and support .
Element 10.3: Changes at the required pace to meet project needs . . . . . . . . . . .
Element 10.4: Uses assertiveness when necessary . . . . . . . . . . . . . . . . . . . . . .
11.0 Unit of Competence: Professionalism . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Element 11.1: Demonstrates commitment to the project. . . . . . . . . . . . . . . . . . .
Element 11.2: Operates with integrity . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Element 11.3: Handles personal and team adversity in a suitable manner . . . . . .
Element 11.4: Manages a diverse workforce . . . . . . . . . . . . . . . . . . . . . . . . . . .
Element 11.5: Resolves individual and organizational issues with objectivity . . . . .

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Chapter 4Developing Competence as a Project Manager. . . . . . . . . . . .

4.1 Assessment Rigor . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
4.2 Step 1Assess Performance . . . . . . . . . . . . . . . . . . . . . . . . . . .
4.2.1 Assessment at an Organizational Level. . . . . . . . . . . . . . . .
4.2.2 Assessment Log . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
4.3 Step 2Prepare Competence Development Plan . . . . . . . . . . . . . .
4.3.1 Ways of Addressing Development Needs . . . . . . . . . . . . . .
4.3.2 Competence Development Plan . . . . . . . . . . . . . . . . . . . . .
4.4 Step 3Implement Project Manager Competence Development Plan
4.4.1 Completion of the Planned Activities . . . . . . . . . . . . . . . . .
4.4.2 Monitor the Execution of the Plan . . . . . . . . . . . . . . . . . . .
4.4.3 Support for the Plan. . . . . . . . . . . . . . . . . . . . . . . . . . . . .
4.4.4 Evaluate the Execution of the Plan . . . . . . . . . . . . . . . . . . .
4.5 In Summary. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

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List of Tables and Figures

Figure 1-1. PMCD Framework Dimensions of Competence . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .3
Figure 1-2. Complementing the PMCD Framework . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .4
Figure 1-3. Points of Alignment of PMCD Framework with PMI Publications . . . . . . . . . . . . . . . . . . . . . . . . . . .4
Table 1-1. Points of Alignment of PMCD Framework with PMI Resources . . . . . . . . . . . . . . . . . . . . . . . . . . . . .5
Figure 1-4. PMCD Framework Graphical Overview . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .6
Figure 1-5. Structure of Competence Units with the PMCD Framework . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .7
Figure 2-1. The Five Units of Performance Competence. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .10
Figure 2-2. Units and Elements of Performance Competence . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .11
Figure 2-3. Example of an Element, Performance Criteria and Types of Evidence . . . . . . . . . . . . . . . . . . . . . .11
Table 2-1. Performance CompetenceInitiating a Project . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .12
Table 2-2. Performance CompetencePlanning a Project . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .14
Table 2-3. Performance CompetenceExecuting a Project . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .18
Table 2-4. Performance CompetenceMonitoring and Controlling a Project. . . . . . . . . . . . . . . . . . . . . . . . . .20
Table 2-5. Performance CompetenceClosing a Project . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .22
Figure 3-1. Personal Competencies . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .24
Figure 3-2. Structure of Competence Elements . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .25
Figure 3-3. Personal Competence Units . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .25
Table 3-1. Personal CompetenceClosing a Project . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .26
Table 3-2. Personal CompetenceLeading . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .28
Table 3-3. Personal CompetenceManaging . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .30
Table 3-4. Personal CompetenceCognitive Ability . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .32
Table 3-5. Personal CompetenceEffectiveness . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .34
Table 3-6. Personal CompetenceProfessionalism . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .36
Figure 4-1. Competence Development Process . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .39
Figure 4-2. Sample Assessment Log . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .43
Figure 4-3. Example Section of a Competence Development Plan. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .46

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Preface to the Second Edition

This standard builds upon the framework developed in the Project Management Competency Development Framework published in 2002. When the project team was launched in early 2004, the Project
Management Institute was finalizing a large research project to support the PMP certification
process. The outcome of that role delineation study was the PMP Examination Specification. The
research showed that the project management industry viewed projects from a process perspective
rather than a Knowledge Area view.
The PMCD Framework project team was asked, as a result, to provide a revised document that
accomplished the following:
Tightly aligned the Project Management Competency Development FrameworkSecond Edition
with the PMP Examination Specification
Aligned the Project Management Competency Development FrameworkSecond Edition with
PMBOK GuideThird Edition
Built upon the framework utilized in the first edition, in particular the Personal Competencies
Provided examples of evidence required to demonstrate competence
Strengthened the chapter on developing competence
Included professional responsibility and ethics.
This standard has been restructured to realign the structure of the Performance Competencies.
The Performance Competencies in the PMCD Framework are now viewed from a process perspective,
making the model simpler and easier to use. The Personal Competency section now includes professional responsibility and ethics and has been revised to reflect project management Personal Competencies. The chapter on developing competence now includes a model for assessment, personal
growth, and learning.
We would like to take this opportunity to recognize the many volunteers that participated in this
project. Their sterling efforts provide the project management community with a standard that
individual project managers and project management organizations are able to use to assess their
current level of project management competence. They can then use this as an input to plan future
development in a logical, structured way.

Chris Cartwright
Project Manager
PMCD Framework Project Team

Michael Yinger
Deputy Project Manager
PMCD Framework Project Team

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Chapter 1

Introduction

The Project Manager Competency Development (PMCD) FrameworkSecond Edition provides a

framework for the definition, assessment, and development of project manager competence. It
defines the key dimensions of competence and identifies those competencies that are most likely
to impact project manager performance. The degree of its impact on project success may vary,
depending on factors such as project types and characteristics, or organizational context and maturity.
The competencies identified by the PMCD FrameworkSecond Edition have a broad application.
The potential differences in the importance of particular competencies, given certain organizational
contexts or project types or characteristics, still need to be considered during the application of the
PMCD Framework.
The PMCD Framework provides an overall view of the skills and behaviors one would need to
develop competence as a project manager. The framework is comprised of four chapters:
Chapter 1 IntroductionThis chapter introduces the discussion and definition of project manager
competence and provides an overview of the remaining chapters of the PMCD Framework.
Chapter 2 Performance CompetenciesThis chapter provides a detailed description of the Performance Competencies applicable to project managers that are generally recognized as good practice
when leading most projects, most of the time.
Chapter 3 Personal CompetenciesThis chapter provides the detailed description of the Personal
Competencies applicable to project managers when leading most projects, most of the time.
Chapter 4 Developing Competence as a Project ManagerThis chapter outlines a process for
developing competence as a project manager.
Chapter 1 covers the following topics:
1.1
1.2
1.3
1.4
1.5
1.6
1.7

Purpose of the PMCD Framework

Target Audience
What is Project Manager Competence?
Alignment of the PMCD Framework with PMI Publications and Standards
Design of the PMCD Framework
Structure of the PMCD Framework
Application of the PMCD Framework

1.1 Purpose of the PMCD Framework

The PMCD Framework is sponsored by the Project Management Institute (PMI), and was first released
in 2002. It was developed to provide both individuals and organizations with guidance on how to
assess, plan, and manage the professional development of a project manager who:
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Has demonstrated the required project management knowledge, skills and experience,
Has passed an accredited project management examination or certification (the Project Management Professional (PMP) or an equivalent from a recognized institute), and
Is able to provide evidence of Performance and Personal Competencies as identified in Chapters
2 and 3 of the PMCD Framework.

1.2 Target Audience

The PMCD Framework serves as a reference for individuals and organizations to establish and develop
project management competence.
The target audience includes, but is not limited to the following:
Project managers,
Managers of project managers,
Members of a Project Management Office,
Managers responsible for establishing and developing project manager competence,
Project sponsors,
Educators teaching project management and other related subjects,
Trainers developing project management educational programs,
Consultants to the industry of project/program management,
Human resource managers,
Senior management, and
Individuals interested in project management.

1.3 What is Project Manager Competence?

Competent project managers consistently apply their project management knowledge and personal
behaviors to increase the likelihood of delivering projects that meet stakeholders requirements.
Project managers bring together their knowledge, skills, personal characteristics, and attitudes when
focusing on delivering a project.
When applied to project management, competence is the demonstrated ability to perform activities
within a project environment that lead to expected outcomes based on defined and accepted standards. (Crawford, L.H. 1997. A Global approach to project management. Proceedings of the 1997
AIPM National Conference, Gold Coast, 220228.)
Project manager competence consists of three separate dimensions:
Project Manager Knowledge CompetenceWhat the project manager knows about the application
of processes, tools, and techniques for project activities.
Project Manager Performance CompetenceHow the project manager applies project management
knowledge to meet the project requirements.
Project Manager Personal CompetenceHow the project manager behaves when performing activities within the project environment; their attitudes, and core personality characteristics.
To be recognized as fully competent, a project manager would need to satisfy each of these three
dimensions.

1.3.1 Competencies Addressed by the PMCD Framework

The three dimensions of competenceKnowledge, Performance, and Personalare demonstrated
in different ways:
Project Manager Knowledge Competence can be demonstrated by passing an appropriately credentialed assessment, such as the PMP Examination, or any equivalent international project manager
accreditation. These knowledge competencies are detailed in the PMP Examination Specification
and are not defined in the PMCD Framework.
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Project Manager Performance Competence can be demonstrated by assessing the project-related

actions and outcomes to be considered competent. These knowledge competencies are detailed in the
PMP Examination Specification. Project Manager Performance Competence can be demonstrated by
assessing project-related outcomes. Appropriate outcomes are detailed in the PMP Examination
Specification.
Project Manager Personal Competence can be demonstrated by assessing the project managers
behavior.

Figure 1-1. PMCD Framework dimensions of competence

Figure 1-1 illustrates the three dimensions for assessing project managers. As a result of the
assessment, the project manager will better understand the skill development necessary to attain
recognition as a competent project manager. The outer boundaries of the figure are a conceptual
representation of a fully competent project manager. The shaded area may represent an individual
project managers current assessment of competence. The difference between the two areas represents the individual project managers competence development needs.
The PMCD Framework provides the baseline to assess Performance and Personal Competencies.

1.3.2 Other Competence

The PMCD Framework is based upon the principles and processes of the PMBOK GuideThird
Edition. It describes the generic competencies needed in most projects, most organizations, and
most industries. In some industries there may be technical skills that are particularly relevant to
that industry or covered by specific domain, regulatory, or legal requirements. For example, an
organization primarily involved in conducting information technology projects may require that its
project managers possess a specified level of information technology competence, as well as competence in project management. In other industries there may be regulations that are a constraint on
the project manager. For example, an organization primarily involved in construction projects may
require more knowledge of safety standards. A project manager needs to manage a project within
the context of an industry and an organization.
The PMCD Framework does not address industry-specific competence. Individual project managers, or their organizations, may choose to supplement the PMCD Framework generic competencies
with additional industry-specific competencies to meet their specific needs.

1.3.3 Complementing the PMCD Framework

The Performance and Personal Competencies in the PMCD Framework are comprised of units of
competence. The units are comprised of elements of competence. The units and elements of competence in the PMCD Framework are intended to represent the project manager who would generally
be accepted as competent. The PMCD Framework has been designed to apply to most projects most

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of the time. As depicted in Figure 1.2, the competencies described in Chapters 2 and 3 of the PMCD
Framework should be used as a foundation for developing an assessment model.
The assessment model is then complemented by organizational and industry-specific performance
requirements. The actual level of achievement of those competencies defines the project managers
competence. Figure 1-2, complementing the PMCD Framework, is a comprehensive representation
of the competencies that a project manager would be expected to be assessed against.

Figure 1-2. Complementing the PMCD Framework

1.4 Alignment of the PMCD Framework with PMI Standards

The PMCD Framework aligns with the general accepted practices promoted by PMI as reflected in
corresponding standards and documents created or endorsed by PMI. A Guide to the Project Management Body of Knowledge (PMBOK Guide)Third Edition and the PMP Examination Specification
are core standards referenced by the PMCD Framework.

Figure 1-3. Points of alignment of PMCD Framework with PMI publications

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The PMCD FrameworkSecond Edition is also aligned with other PMI publications and standards
as illustrated in Figure 1-3. Details on the points of alignment are found in Table 1-1. To find all
PMI publications, refer to www.pmi.org.

1.5 Design of the PMCD Framework

The PMCD Framework defines the dimensions of Performance and Personal Competence. As previously identified, Knowledge Competence is not detailed within the PMCD Framework as it is
specifically addressed in the PMP Examination Specification. The intent is to ensure that individuals,
their organizations, and associated industry professional bodies apply an appropriate process for
the assessment, development, and recognition of competence in project managers.

Table 1-1. Points of alignment of PMCD Framework with PMI resources

The PMCD Framework has been designed to:
Cover the range of competencies the project manager needs to demonstrate.
Apply generically to all project managers regardless of the nature, type, size, or complexity of
projects in which they are engaged.
The generic nature of the PMCD Framework is necessary to ensure that:
Project management competence in individuals is transferable across industries and organizations.
Industries and organizations are able to utilize the PMCD Framework as a basis for the development
of industry and organization-specific competence models.
Figure 1-4 shows the Performance and Personal Competencies as they align across the Knowledge
Competence.

1.6 Structure of the PMCD Framework

The PMCD Framework breaks the desired competencies down into a simple structure. At the highest
level are Units of Competence, which divide competencies into major segments, typically representing
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Figure 1-4. PMCD Framework graphical overview

a major function or activity. At the next tier are Elements of Competence, which are the basic building
blocks of each unit. They describe, in output terms, actions or outcomes that are demonstrable or
accessible. Each element is provided with a set of performance criteria which are the list of aspects
of performance that are regarded as displaying competent performance of an Element of Competence.
Each performance criteria includes a listing of the types of evidence or specific documented proof
that the action within the performance criteria has been satisfied. In addition, Chapters 2 and 3 of
the PMCD Framework use the following focus for their structure:

1.6.1 Units of Competence:

Chapter 2Specific Performance Domains from the PMP examination. Specification, except Professional Responsibility which is covered in Chapter 3.
Chapter 3Personal Competencies, specific to project managers.

1.6.2 Elements of Competence:

Each Unit of Competence consists of a number of elements that reflect the activities in which
project managers are expected to be competent.
In Chapter 2, elements are project outcomes.
In Chapter 3, elements are project manager behaviors.

1.6.3 Performance Criteria:

Each element is described by performance criteria that specify the actions required to demonstrate
competent performance.

1.6.4 Types of Evidence:

Performance criteria are achieved by producing specific proof that the action has been completed.
These form the basis upon which competence can be assessed.
Figure 1-5 depicts the structure used by Chapters 2 and 3 of the PMCD Framework.

1.7 Application of the PMCD Framework

The PMCD Framework provides important guidance to practitioners, employers, and advisors when
setting up a competency framework in the workplace. It is important to become comfortable with
the contents of the PMCD Framework and what it indicates with regard to project manager compe-

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Figure 1-5. Structure of Competence Units with the PMCD Framework

tence. The PMCD Framework provides a summary of the competencies that support project manager
performance.
The PMCD Framework defines project manager competence by identifying performance criteria
relative to specific elements and units of competence. Understanding the individual project managers
current capability is essential to establishing a competence baseline. Measuring individual performance against a competence baseline will identify the project managers strengths and development
needs. The dimension of Personal Competence looks at the project managers behavior relative to
overall competence in managing projects. The goal is to meet or exceed the baseline competence
defined by the PMCD Framework.
For employers, the PMCD Framework provides a multidimensional taxonomy of the actions and
behaviors typically required by project managers in order to fulfill their role within the organization.
The PMCD Framework can be used to identify the existing competence of project managers, as well
as any gaps that should be addressed. There may be project type, industry, or technology-specific
requirements that are needed to complement the PMCD Framework. The PMCD Framework can be
used to determine the competence of individuals who manage projects within the organization.
For practicing project managers, the PMCD Framework provides assistance in determining their
own level of competence and areas where further development is required.
For advisors to an organization, the PMCD Framework provides a powerful tool to help scan and
analyze the existing actions and outcomes within the organization to discover any gaps that may
need to be addressed.
For individuals who are considering moving into project management, the PMCD Framework
provides a guide to the competencies they will be expected to develop.
The PMCD Framework provides an assessment process which allows project managers (or managers
of project managers) to identify their strengths and development needs within the competence
framework. It assists in the identification of options for improvement, and how to develop and
implement a competence development plan.

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Chapter 2

Performance Competencies

Performance Competence is what the project manager is able to do or accomplish by applying their
project management knowledge.
Individuals will demonstrate their Performance Competence by applying their knowledge and
skills to a project and delivering the planned outcomes. Each individual skill that reflects project
management good practice needs to be assessed. To assess Performance Competence, endorsed
standards or baselines are required for each skill against which:
Individuals are able to measure and plan their progress towards competence. Organizations are
able to design performance measurement instruments, design job specifications, employment specifications. and individual development programs.
Performance Competencies in the PMCD FrameworkSecond Edition are aligned with five of the
six Performance Domains from the PMP Examination Specification. The sixth domain, Professional
Responsibility, is included in Chapter 3 on Personal Competencies.
Units cover the skills that need to be addressed in order to demonstrate specific competencies.
Performance Competence can be measured by assessing individuals against each Unit of Competence and element using the performance criteria and types of evidence specified in this chapter.
The Performance Criteria given in this document need to be tailored to the individual organization
in accordance with the organizational project management processes and the project management
policies, in accordance with their applicability.
This chapter covers the following topics
2.1
2.2
2.3
2.4

Purpose of Performance Competencies

Structure of Performance Competencies
Performance Criteria and Types of Evidence
Units of Performance Competence

2.1 Purpose of the Performance Competencies

Performance Competence puts into practice the knowledge and skills that a project manager possesses. It is generally accepted that there is a causal link between project manager competence and
project success. Performance Competence is a key component of overall project manager competence. The Performance Competencies in this chapter provide the framework, structure, and baselines
against which an individual may be measured. Assessing performance competence of project managers and closing any gaps may help individuals and their organizations to maximize project manager
competence. The five Units of Performance Competence described in this chapter provide one
important dimension of the framework for that assessment.
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2.2 Structure of the Performance Competencies

The PMCD FrameworkSecond Edition uses the PMBOK Guide3rd Edition and the PMP Examination Specification to define the structure of the units of Performance Competence. The Professional
Responsibility domain of the PMP Examination Specification is covered under Personal Competencies
(Chapter 3). The five units resulting from the Performance Domains of the Examination Specification
as shown in Figure 2-1 are:
Initiating a ProjectPerforming the work to authorize and define the preliminary scope of a
new project.
Planning a ProjectPerforming the work to define and mature the project scope, develop the
project management plan, and identify and schedule the project activities.
Executing a ProjectPerforming the work defined in the project management plan to accomplish
the project objectives under the project scope statement.
Monitoring and Controlling a ProjectPerforming the work to compare actual performance with
planned performance, analyze variances, assess trends to effect process improvements, evaluate
possible alternatives, and implement appropriate corrective action as needed.
Closing a ProjectPerforming the work to formally terminate a project and transfer the completed
product to operations or to close a cancelled project.

Figure 2-1. The Five Units of Performance Competence

As illustrated in Figure 2-2, each unit of competence is composed of a number of elements required
for a competent project manager. Each element is described as an outcome to be achieved.

2.3 Performance Criteria and Types of Evidence

Each element is further defined in the terms of performance criteria, which specify what the individual
needs to do to demonstrate competent performance in each element (see Figure 2-3). Individual
performance criteria can be assessed using the types of evidence defined in the tables of this chapter.
When the individual performs the activities described in the performance criteria there must be an
outcome that provides some type of evidence. This may include deliverables, documents, and feedback from a stakeholder or some other tangible or intangible result. Assessment requires that some
form of evidence be reviewed to determine the degree of compliance with the performance criteria.
The PMCD Framework provides examples of such evidence for each criterion. Assessors should note
that the PMCD Framework provides these examples as general guidance and to provide context for
an assessment plan. The examples are not standards nor expected outcomes. Project outcomes will
reflect cultures, organizations and industries. As such, assessors can expect variance in the outcomes
found among projects.
In the PMCD Framework, the term documented means tangible evidence. In this context documented is inclusive of data, any form of media, formal or informal correspondence, objects, and
outputs.
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Figure 2-2. Units and Elements of Performance Competence

Figure 2-3. Example of an Element, Performance Criteria and Types of Evidence

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2.4 Units Of Performance Competence

The purpose of PMCD Framework is to highlight the project management competencies required
of project managers, in most projects, most of the time. The Performance Competence units identified
in Chapter 1 are described in the following sections.

1.0 Unit of Competence: Initiating a Project

Performing the work to authorize a new project and define its scope.
Element 1.1 Project aligned with organizational objectives and customer needs
Performance Criteria

Types of Evidence

.1 Understands the project alignment

Description of the project alignment

.2 Achieves agreement on project

alignment with project sponsor

Documented agreement with sponsor

.3 Establishes key stakeholders needs

and expectations

Documented stakeholders needs for a project

.4 Determines product or service

characteristics

Documented high-level stakeholder requirements for products and

services linked to a project plan used in delivering a project

Element 1.2 Preliminary scope statement reflects stakeholder needs and expectations
Performance Criteria

Types of Evidence

.1 Selects and uses a suitable project

management methodology or process

Examples of methods used in previous projects and an explanation of

why it was chosen

.2 Understands the preliminary scope of

the project

Preliminary scope statement or equivalent

.3 Frames high-level project scope

ensuring alignment with organization
and customer needs and
expectations

Documented stakeholders needs for a project

Element 1.3 High-level risks, assumptions and constraints are understood

Performance Criteria

Types of Evidence

.1 Establishes the projects high-level

assumptions and constraints

Documented assumptions and constraints

.2 Identifies, qualifies and quantifies the

projects high-level risks

Risk register containing identified, qualified and quantified high-level

risks

Table 2-1. Performance CompetenceInitiating a Project (continued)

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Chapter 2Performance Competencies

Element 1.4 Stakeholders identified and their needs are understood

Performance Criteria

Types of Evidence

.1 Identifies project stakeholders

Documented list of stakeholders

.2 Conducts stakeholder analysis to

gain buy-in and identify needs for the
project

Documented description of stakeholder needs and objectives

Documented stakeholders position and influence

.3 Identifies high-level communication

requirements

Documented feedback from stakeholders acknowledging their needs

were understood
Communications management plan
Documented high-level communication strategy

Element 1.5 Project charter approved

Performance Criteria

Types of Evidence

.1 Develops a high-level project strategy

Documented high-level project strategy

.2 Establishes the projects key

milestones and deliverables

Documented milestones and deliverables

.3 Develops summary budget

Documented order of magnitude effort estimate

.4 Supports the project charter

preparation

Documented resource requirements

Documented summary budget
Draft project charter documents

.5 Uses governance process to obtain

sponsor approval and commitment

Approved project charter, with governance documentation e.g. business

cases, stage gate meeting minutes

Table 2-1. Performance CompetenceInitiating a Project (concluded)

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Chapter 2Performance Competencies

2.0 Unit of Competence: Planning a Project

Performing the work to define and mature the project scope, develop the project management plan,
and identify and schedule the project activities.
Element 2.1 Project scope agreed
Performance Criteria

Types of Evidence

.1 Defines project deliverables using a

work breakdown structure (WBS)

WBS
List of project alternatives

.2 Obtains agreement for the scope

defined by the WBS

Documented agreement from project stakeholders

.3 Implements scope management

Feedback from stakeholders

Scope management plan

Element 2.2 Project schedule approved

Performance Criteria

Types of Evidence

.1 Defines activities and dependencies

to deliver approved scope

Project schedule network diagrams

WBS Dictionary

.2 Estimates time for completion of

each activity

Documentation of the process used to determine schedule task

durations

.3 Identifies internal and external

dependencies

Project schedule with schedule model data

.4 Schedules the project activities

against the resource commitments

Project schedule with schedule model data

.5 Obtains approval for the project

schedule

Documented sponsor approval of project schedule

.6 Communicates project schedule with

stakeholders

Documented feedback from stakeholders

Documented agreement from project stakeholders

Element 2.3 Cost budget approved

Performance Criteria

Types of Evidence

.1 Estimates costs for each activity

Examples of activity based costing

Approved budget with supporting detail

.2 Estimates all other project costs

Approved budget with supporting detail

.3 Develops the project budget

Approved budget with supporting detail

.4 Develops cost management plan

Cost management plan

.5 Gains approval for the planned

project budget

Documented sponsor approval of project budget

.6 Communicates planned budget to

stakeholders

Documented feedback from stakeholders

Table 2-2. Performance CompetencePlanning a Project (continued)

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Chapter 2Performance Competencies

Element 2.4 Project team identified with roles and responsibilities agreed
Performance Criteria

Types of Evidence

.1 Identifies specific resources

Staff management plan with roles and responsibilities

.2 Defines roles and responsibilities

Documented team members and stakeholders roles and responsibilities

Documented team protocols

.3 Reaches agreement with the

organization for access to suitable
resources

Documented formal agreements for resources

.4 Plans resource ramp up and team

building

Documented activities for team development and resource ramp up

Documented team rules

Element 2.5 Communication activities agreed

Performance Criteria

Types of Evidence

.1 Builds a project communication plan

Communication management plan

.2 Selects suitable tools and methods

to communicate with identified
stakeholders

Templates to support plan e.g. status report, issue log, lessons learned
or other organizational process assets

.3 Schedules activities to address the

communication plan

Documented feedback from stakeholders

Element 2.6 Quality Management process established

Performance Criteria

Types of Evidence

.1 Establishes quality standards to be

used within the project that aligns
with organizational quality policy

Documentation of the quality standards used

.2 Defines processes to be used to

deliver the project deliverables

Project quality process documentation

.3 Establishes project quality metrics for

deliverables, processes and project
management performance

Documentation of project quality metrics

.4 Develops a project quality

management plan

Approved project quality management plan including quality baseline

Table 2-2. Performance CompetencePlanning a Project (continued)

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Chapter 2Performance Competencies

Element 2.7 Risk response plan approved

Performance Criteria

Types of Evidence

.1 Develops project risk management

plan

Approved risk management plan for project

.2 Identifies and quantifies major risks

Documented results of risk analysis

Risk register

.3 Leads/delegates the effort to find

response strategies for each
identified risk

Risk response plan including nominated risk owners and contingency

costs

.4 Estimates risk contingency costs

Risk response plan including nominated risk owners and contingency

costs

.5 Documents risk response plan

Risk response plan including nominated risk owners and contingency

costs

.6 Assigns risks responsibility

List of risk owners

Risk register

.7 Gains agreement from key

stakeholders for the project risk
response plan

Documented feedback from key stakeholders

Element 2.8 Integrated change control processes defined

Performance Criteria

Types of Evidence

.1 Leads/delegates the effort to

establish a change control process

Documented integrated change control process

.2 Involves stakeholders in generating

change control plan

Documentation of stakeholder involvement in formulating change control

plan

.3 Ensures the use of a change control

processes and procedures

Minutes of Change Control Board (CCB) meetings

Change control documentation

.4 Communicates with key stakeholders

on change control process

Documented feedback from key stakeholders

Table 2-2. Performance CompetencePlanning a Project (continued)

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Chapter 2Performance Competencies

Element 2.9 Procurement plan approved

Performance Criteria

Types of Evidence

.1 Analyzes material requirements

Project procurement management plan

Bills of materials

.2 Plans purchases and acquisitions

Purchase requests and orders

.3 Plans external labor procurement

Documentation to support external labor procurement

Resource contracts

.4 Plans contract administration

Procurement management plan

.5 Obtains plan approval

Sponsor approval of procurement management plan

Element 2.10 Project plan approved

Performance Criteria

Types of Evidence

.1 Reviews organizational process

assets

Documented review and/or use of organizational process assets

.2 Reviews enterprise environmental

factors

Documented review and/or use of enterprise environmental factors

.3 Integrates the planning activities into

a complete project management plan

Documentation showing how elements of the project management plan

integrates

.4 Seeks approval by key stakeholders

Project management plan approved by key stakeholders

.5 Establishes project baselines

Documented project baselines

.6 Communicates approved plan to key

stakeholders

Documented feedback from stakeholders

.7 Conducts kick-off meeting

Agenda/minutes of kick-off meeting

Table 2-2. Performance CompetencePlanning a Project (concluded)

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Chapter 2Performance Competencies

3.0 Unit of Competence: Executing a Project

Performing the work in the project management plan to accomplish the project objectives under the
project scope statement.
Element 3.1 Project scope achieved
Performance Criteria

Types of Evidence

.1 Verifies task completion as defined in

the project plan

Documented feedback from key stakeholders

Documented project tracking actions and status
Status/milestone reports
Formal acceptance documentation confirming tasks completed
successfully
Project cost reports showing planned versus actual completion and
resource utilization

.2 Closes identified performance gaps

Documentation of corrective and preventive action

.3 Executes risk management plan

Documentation of corrective and preventive action

.4 Manages phase transitions

Governance meetings, actions, minutes

Feedback from sponsor
Formal approvals

Element 3.2 Project stakeholders expectations managed

Performance Criteria

Types of Evidence

.1 Reviews stakeholder expectations

throughout the project to ensure they
are being met within the project
scope

Documentation of updates to stakeholder analysis

Documentation of actions taken to manage stakeholders expectations

.2 Interacts with stakeholders to ensure

support for the project

Minutes of all stakeholder meetings

Documentation of actions taken to manage stakeholders expectations
Documented feedback from stakeholders

Element 3.3 Human resources managed

Performance Criteria

Types of Evidence

.1 Acquires human resources per staff

management plan

Staffing lists
Labor contracts
Statements of work (SOW) for procured labor

.2 Builds project team

Project organization chart

Documented ways of working

.3 Develops project team members

Competence gap analysis

Development plan for team members

Table 2-3. Performance CompetenceExecuting a Project (continued)

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Chapter 2Performance Competencies

Element 3.4 Quality managed against plan

Performance Criteria

Types of Evidence

.1 Executes quality assurance activities

Documented acceptance of project deliverables by key stakeholders

Documented change requests

.2 Ensures compliance with quality

standards and processes

Quality audits
Documented process improvement recommendations
Documented updates to planning documents based on variance from
plan

Element 3.5 Material resources managed

Performance Criteria

Types of Evidence

.1 Requests seller information

List of selected sellers

Seller responses

.2 Selects suitable sellers

Contracts, SOWs
Purchase orders

.3 Executes procurement tasks against

schedule commitment

Documented availability of material resources

.4 Acquires internally supplied resources

Documented availability of material resources

Table 2-3. Performance CompetenceExecuting a Project (concluded)

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Chapter 2Performance Competencies

4.0 Unit of Competence: Monitoring and Controlling a Project

Performing the work to compare actual performance with planned performance, to analyze variances,
to assess trends to effect process improvements, to evaluate possible alternatives, and to
implement appropriate corrective action as needed.
Element 4.1 Project tracked and status communicated to stakeholders
Performance Criteria

Types of Evidence

.1 Executes the process for capturing

project information

Project performance reports

.2 Communicates status to
stakeholders

Minutes of regular meeting or status reports

Documented feedback from stakeholders
Performance measurements

.3 Ensures action plans are put in place

to address any variations to plan

Documented corrective and preventive action plan taken to recover

variations

Element 4.2 Project change is managed

Performance Criteria

Types of Evidence

.1 Identifies changes to baseline project

plans

Written change requests submitted for action, authorized by the

designated approvers
Updates to project plan as a result of approved changes.

.2 Identifies the impact of the changes

to the project plan

Documented results of the analysis of the changes

.3 Follows the change management

process to manage and record
changes

Records of approved and implemented changes

.4 Communicates changes to project

stakeholders

Documented communications to stakeholders

.5 Execute configuration management

process

Documented feedback from stakeholders about configuration

management and control practices

Element 4.3 Quality is monitored and controlled

Performance Criteria

Types of Evidence

.1 Records acceptance of completed

deliverables

Records of completed and signed-off deliverables

.2 Collects project and product metrics

Project and product metric reports

.3 Monitors deviation from project

baselines

Quality defects reports

.4 Recommends corrective and

preventive actions

Documentation of corrective and preventive actions

.5 Facilitates audits

Audit reports
Documented suggestions for improvement

Table 2-4. Performance CompetenceMonitoring and Controlling a Project (continued)

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Chapter 2Performance Competencies

Element 4.4 Risk is monitored and controlled

Performance Criteria

Types of Evidence

.1 Updates risk response plan

Updated risk register

Documentation of results of risk response plan

.2 Recognizes when unknown risks

occur

Documentation of previously unknown risks that occur

Updated risk register

.3 Establishes workarounds for

previously unknown risks

Documentation of workarounds for previously unknown risks

Updated risk response plan

.4 Recognizes new risk

Updated risk register

.5 Reviews risk response strategies

Documented results of risk mitigation reviews

.6 Facilitates audits

Audit reports
Documented suggestions for improvement

Element 4.5 Project team managed

Performance Criteria

Types of Evidence

.1 Holds regular team meetings.

Minutes of team meetings

.2 Conducts team building activities

Documented results of team building activities

.3 Monitors team satisfaction

Results of team satisfaction survey

.4 Provides feedback on team and

individual member performance

Documented feedback given on a team member

Documentation of team feedback

Element 4.6 Contracts administered

Performance Criteria

Types of Evidence

.1 Ensures seller contracts are

effectively managed

Feedback from sellers

.2 Collects seller performance metrics

Seller performance metrics reports

.3 Ensures sellers are part of the

project team culture

Documentation of seller interaction and integration with the team

Seller satisfaction surveys

.4 Facilitates audits

Audit reports
Documented suggestions for improvement

Table 2-4. Performance CompetenceMonitoring and Controlling a Project (concluded)

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Chapter 2Performance Competencies

5.0 Unit of Competence: Closing a Project

Performing the work to formally terminate a project and transfer the completed product to operations
or to close a cancelled project.
Element 5.1 Project outcomes accepted
Performance Criteria

Types of Evidence

.1 Obtains final acceptance

Documented approval of project outcome

.2 Meets all contractual requirements

where required

Documentation of finished and unfinished deliverables

Documented acceptance that terms of the contract have been met

.3 Transitions all deliverables to

operations

Documented acceptance by operations

Element 5.2 Project resources released

Performance Criteria

Types of Evidence

.1 Executes the organizational

processes for releasing project
resources

Example of a timetable for project team member release schedule from

a project as it was closed

.2 Provides performance feedback to

project team members

Documented staff performance feedback

.3 Provides feedback to the organization

regarding team members
performance

Performance evaluation reviewed with functional managers and stored.

Element 5.3 Stakeholder perceptions measured and analyzed

Performance Criteria

Types of Evidence

.1 Surveys project stakeholders

Documented feedback from stakeholders

.2 Analyzes results of feedback

Documented analysis

Element 5.4 Project formally closed

Performance Criteria

Types of Evidence

.1 Executes closure activities for the

project

Signed acknowledgement of project products or services delivered and

documentation of closing activities

.2 Closes all financial activities

associated with project

Documented feedback from finance department on project closure

.3 Notifies stakeholders formally of

project closure

Document communicating project closure stored in project file

.4 Closes all project contracts

Contracts closed as required

.5 Documents and publishes project

learning

Documentation of lessons learned

.6 Updates organizational process

assets

Archived project documents

Documented changes to organizational process assets

Table 2-5. Performance CompetenceClosing a Project (concluded)

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Chapter 3

Personal Competencies

Personal Competencies are those behaviors, attitudes, and core personality characteristics that
contribute to a persons ability to manage projects.
The Personal Competencies presented in this chapter combine with the knowledge competencies
described in the PMBOK GuideThird Edition, and with the Performance Competencies described
in Chapter 2 of this document. As described in Chapter 1, there are certain overlaps between
Knowledge, Performance and Personal Competencies. For example, this chapter may describe the
behavior supporting specific actions of performance competence. Taken together, the three dimensions of competence are required by a project manager to deliver most projects most of the time.
This chapter covers the following topics
3.1
3.2
3.3
3.4

Purpose of Personal Competencies

Structure of Personal Competencies
Personal Criteria and Types of Evidence
Units of Personal Competence

3.1 Purpose of Personal Competencies

Project management is a people-oriented profession. It is important for a project manager to possess
skills that enable an effective interaction with others. Personal Competencies describe such skills.
Improvements in Personal Competence enhance a project managers ability to use Knowledge and
Performance Competence effectively on projects. The treatment of Personal Competencies as given
in this chapter provides a basis for assessing and developing the ability of individuals with regard
to the personal competence elements described in this chapter.

3.2 Structure of Personal Competencies

Personal Competencies are grouped into the following six (6) units:
CommunicatingEffectively exchanges accurate, appropriate, and relevant information with
stakeholders using suitable methods.
LeadingGuides, inspires, and motivates team members and other project stakeholders to manage
and overcome issues to effectively achieve project objectives.
ManagingEffectively administers the project through deployment and use of human, financial,
material, intellectual, and intangible resources.

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Chapter 3Personal Competencies

Cognitive AbilityApplies an appropriate depth of perception, discernment, and judgment to

effectively direct a project in a changing and evolving environment.
EffectivenessProduces desired results by using appropriate resources, tools, and techniques in
all project management activities.
ProfessionalismConforms to an ethical behavior governed by responsibility, respect, fairness,
and honesty in the practice of project management
There are elements within each of the Personal Competencies that overlap or are very similar to
the other competencies. In addition there are individual capabilities that will be outside of a project
managers Personal Competencies as defined in this document. Figure 3-1 shows this relationship.

Figure 3-1. Personal Competencies

3.3 Performance Criteria and Types of Evidence

Each unit is composed of several Competence Elements considered necessary for an individual to
have Personal Competence. Performance criteria describe the behaviors that show each competence
element. While it is generally difficult to show objective proof of human behavior, the types of
evidence provide examples that could reflect the achievement of a certain performance criteria.
Figure 3-2 describes the typical structure of a Competence Element.
Some examples of evidence are project documents, while others are documented observations of
a persons behavior by stakeholders or team members. There are instances where some of the
evidence may apply to more than one performance criteria; the duplication of evidence is deliberate,
given that the behavior can vary from one unit to another, while the type of evidence used to
demonstrate may be the same. The type of evidence should guide the assessor, but the evidence
outlined should not be seen as prescriptive, but rather as a typical example.
Figure 3-3 summarizes all the units of Personal Competencies in this chapter along with the
supporting elements within each unit.

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Chapter 3Personal Competencies

Figure 3-2. Structure of Competence Elements

Figure 3-3. Personal Competence Units

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Chapter 3Personal Competencies

3.4 Units of Personal Competence

The purpose of PMCD Framework is to highlight the project management competencies required
of project managers, in most projects, most of the time. The Personal Competence units identified
in Chapter 1 are described in the following sections.

6.0 Unit of Competence: Communicating

Effectively exchanges accurate, appropriate and relevant information with stakeholders using
suitable methods.
Element 6.1 Actively listens, understands, and responds to stakeholders
Performance Criteria

Types of Evidence

.1 Actively listens

Survey results from stakeholders

Documented observations from communication
Documented feedback on empathy and understanding towards others
point of view

.2 Understands explicit and implicit

content of communication

Documented observations from communication

Documented confirmation that messages were received and understood

.3 Responds to and acts upon

expectations, concerns and issues

Documented responses to issues important to others (i.e. issues log)

Change requests
Survey results from stakeholders

Element 6.2 Maintains lines of communication

Performance Criteria

Types of Evidence

.1 Engages stakeholders proactively

Documented confirmation that stakeholders needs have been met

proactively

.2 Disseminates information effectively

Documentation that the communication was effective through

conversation, survey, notes, presentations or observation
Documentation of relevant and timely communication shared with
appropriate stakeholders

.3 Maintains formal and informal

communication

Minutes from planned and unplanned meetings, brainstorming

sessions, etc.
Correspondence
Notes and follow-ups from discussions
Documented feedback on availability to stakeholders

Table 3-1. Personal CompetenceClosing a Project (continued)

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Chapter 3Personal Competencies

Element 6.3 Ensures quality of information

Performance Criteria

Types of Evidence

.1 Uses appropriate information sources

Documentation of sources and analysis

Documented feedback on the sources

.2 Provides accurate and factual

information

Documents showing that factual information is provided

Documented feedback on the accuracy of the information

.3 Seeks validation of information

Documentation of input from subject matter experts (e.g. interest

groups, professional bodies etc.)
Meeting minutes

Element 6.4 Tailors communication to audience

Performance Criteria

Types of Evidence

.1 Provides relevant information

Documented feedback from recipient confirming information relevance

Demonstrated strong presentation skills

.2 Uses suitable communication method

for the audience

Preferred communication methods identified in stakeholders analysis

Notes from meetings demonstrating suitability of method selection
Feedback from stakeholders regarding suitability of method selection

.3 Aligns communication with

environment or setting

Documented feedback on:

Sensitivity to others specific communication needs and context
Appropriate use of formal, informal verbal, nonverbal, and para-lingual
components
Minutes from team meetings or presentations
Examples of various choices of location, time, participants, and
privacy settings

Table 3-1. Personal CompetenceClosing a Project (concluded)

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Chapter 3Personal Competencies

7.0 Unit of Competence: Leading

Guides, inspires and motivates team members and other project stakeholders to manage and
overcome issues to effectively achieve project objectives.
Element 7.1 Creates a team environment that promotes high performance
Performance Criteria

Types of Evidence

.1 Expresses positive expectations of

team

Documented feedback from team on:

Recognizing abilities of team members
Supporting decision making
Setting positive expectations

.2 Promotes team learning and

advocates professional and personal
development

Individual development plans

Funding for development
Documented feedback from project team
Documentation of new skills gained by the team members

.3 Encourages teamwork consistently

Examples of creative actions taken to encourage teamwork, respect for

different opinions and personalities
Documented feedback on acknowledgement of unique skills and
abilities
Identified responsibilities of team leaders in giving clear, consistent
goals

.4 Demands and models high

performance

Documented standards for individual performance and quality

Documented results of project manager performing to standards
Documented feedback that the project manager is acting as a role
model
Examples of holding project members accountable for their
commitments

Element 7.2 Builds and maintains effective relationships

Performance Criteria

Types of Evidence

.1 Confines relationships to work-related

matters appropriate to the project
and local culture

Documented feedback from project team and stakeholders on project

manger maintaining formal working relationship with stakeholders
Documented guidelines for formal and informal discussion

.2 Builds trust and confidence with

stakeholders

Examples of:
Acting with integrity in all situations
Keeping commitments
Providing consistent messages in all situations
Supporting team members when confronted with unjustified criticism
Maintaining composure
Demonstrating fair treatment of partners and sellers

.3 Creates an environment that

encourages openness, respect and
consideration of stakeholders

Feedback from stakeholders on openness of issues analysis and

resolution
Open door policy (is approachable at all times for project-related
matters)
Examples of sensitivity and genuine interest in feelings and values of
others
Documented evidence of fair and fact-based decisions

Table 3-2. Personal CompetenceLeading (continued)

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Chapter 3Personal Competencies

Element 7.3 Motivates and mentors project team members

Performance Criteria

Types of Evidence

.1 Establishes and communicates to the

team the project vision, mission
statement, and strategic value

Examples of presentations with clear focus on vision, mission, and

strategic value
Documented feedback from team regarding awareness of strategic
value of the project
Examples of rallying support behind the strategy and sharing the
strategy with team members

.2 Rewards performance according to

organization guidelines

Documented rewards and recognition records

Examples of plans for success of team members
Examples of celebrating individual accomplishments on a frequent
basis; assures credit is given to the individual

.3 Establishes mentoring relationships

for team members development

Examples of mentoring relationships

Examples of being sought out as a mentor for others
Documented feedback on mentoring activities
Examples of progress on individual development plan

Element 7.4 Takes accountability for delivering the project

Performance Criteria

Types of Evidence

.1 Demonstrates ownership of,

accountability for, and commitment to
the project

Examples of active involvement with all stakeholders and project team

members
Examples of quickly addressing possible project hindrances, delays, or
risks
Reports or meeting notes where the project manager takes
responsibility for project mishaps
Examples of taking ownership for adverse project outcomes

.2 Aligns personal activities and

priorities toward increasing likelihood
of achieving project goals

Documented priority planning

Lists of prioritized action items
Examples of active event management

.3 Supports and promotes teams

actions and decisions

Documented feedback from project team members that project manager

acts assertively on their behalf
Meeting notes reflecting project managers support for teams actions
and decisions
Keeps abreast of project team activities and maintains accountability
for delivery of work
Takes a stand in front of higher authorities to support teams project
actions as if they were their own

Element 7.5 Uses influencing skills when required

Performance Criteria

Types of Evidence

.1 Applies appropriate influencing

technique to each stakeholder

Examples of different styles on different occasions

Document describing alternative approaches used to influence
Examples of strong facilitation and negotiation skills
Examples of the ability to educate

.2 Uses experts or third parties to

persuade others

Examples of using positional power of others to influence

Examples of using a third partys knowledge power to influence
Examples of networking and gathering support for the project while not
manipulating for personal gain

Table 3-2. Personal CompetenceLeading (concluded)

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Chapter 3Personal Competencies

8.0 Unit of Competence: Managing

Effectively administers the project through appropriate deployment and use of human, financial,
material, intellectual, and intangible resources.
Element 8.1 Builds and maintains the project team
Performance Criteria

Types of Evidence

.1 Ensures expectations and

responsibilities are clear to team
members and they understand their
importance to the project

Documented feedback from project team on clarity of roles and

responsibilities
Team correspondence
Documented project directives, tasks, and assignments
Published Resource Assignment Matrix (RAM)
Examples of active participation of each member to team activities

.2 Maintains a positive attitude and

effective relationships among team
members

Examples of effective conflict resolution

Documented feedback from team members demonstrating:
Respect for others by appealing to reason in project context
Genuinely valuing input and expertise of others on the team
Willingness to learn from others
Examples of team events to facilitate bonding and rapport within the
team
Celebration of team work and achievements

.3 Identifies, evaluates, and selects

internal and external talent

Project resource requirements documentation

Inventories of suitable team members identified from internal talent
pool
Predefined selection criteria applied to resources acquisition

.4 Promotes healthy worklife balance

Documented feedback from project team members

Meeting notes documenting balance issues
Documented plan of action to achieve balance
Examples of actions taken to improve job efficiency and productivity

Table 3-3. Personal CompetenceManaging (continued)

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Chapter 3Personal Competencies

Element 8.2 Plans and manages for project success in an organized manner
Performance Criteria

Types of Evidence

.1 Works with others to clearly identify

project scope, roles, expectations,
and tasks specifications

Documented feedback on level of involvement of others in the planning

process

.2 Applies organization or industry

standards and generally accepted
practices to the project

Examples and feedback from project team, stakeholders and subject

matter experts on following industry generally accepted practices
Membership in Project Management Institute (PMI), Specific Interest
Groups (SIGs), workshops, conferences, or organizations
Proposed measures and improvements intended to achieve or exceed
industry generally accepted practices
Project plan that incorporates industry standards

.3 Tailors generally accepted practices

for successful completion of the
project

Documented change of generally accepted practices

Approved changes to project management procedures to accommodate
generally accepted practices

.4 Organizes project information,

emphasizing appropriate levels of
detail

Examples of standard methodologies used in project

Meeting minutes
Project status reports or updates
Repository for project artifacts
Examples of knowledge management

.5 Insists on compliance with

processes, procedures, and policies

Monitored compliance of processes, procedures, and policies

Examples of enforcing policies and procedures
Documented use of performance metrics to manage projects

Element 8.3 Resolves conflict involving project team or stakeholders

Performance Criteria

Types of Evidence

.1 Ensures that the team and

stakeholders are fully aware of team
rules

Documented team rules

.2 Recognizes conflict

Examples of conflict occurring within the project

Team survey results

.3 Resolves conflicts

Examples of conflict resolution techniques used

Feedback from team and stakeholders on satisfactory resolution of
conflict

Table 3-3. Personal CompetenceManaging (concluded)

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Chapter 3Personal Competencies

9.0 Unit of Competence: Cognitive Ability

Applies an appropriate depth of perception, discernment and judgment to effectively direct a project
in a changing and evolving environment.
Element 9.1 Takes a holistic view of project
Performance Criteria

Types of Evidence

.1 Understands project stakeholders

needs, interests, and influence for
project success

Stakeholder analysis
Communication plan aligned with stakeholders needs
Stakeholders needs and objectives documented in project charter and
project plan

.2 Understands how project actions

impact other areas of the project,
other projects, and organizational
environment

Related external events included in project schedule

Necessary documentation of project impact on organizational
environment, if appropriate

.3 Understands both the formal and

informal structure of organizations

Documented feedback from stakeholders on use of formal and informal

organizational knowledge

.4 Understands organizational politics

Documented feedback from stakeholders on ability to operate within

organizational politics

.5 Uses emotional intelligence to

understand and explain others past
actions and current attitudes, and
anticipate future behavior

Documented feedback on capturing verbal and non-verbal cues of the

team
Documented feedback from the team that the behaviors displayed are
appropriate
Documented feedback that different persuasion and motivation
techniques were applied appropriate to each individual

Element 9.2 Effectively resolves issues and solves problems

Performance Criteria

Types of Evidence

.1 Simplifies complexities for a

complete and accurate analysis

Visual representations of project issues and interdependencies (lists,

diagrams, relationship maps etc.)
Analysis documents indicating use of techniques to break apart
complex problems to find solutions

.2 Applies complex concepts or tools

when needed

Issues log that provides methods proposed for analysis of complex

issues
Documented root-cause analysis, portfolio analysis, expert judgment
etc.
Documented analysis supporting issues resolution

.3 Applies lessons learned to resolve

current project issues

Documentation of application of lessons learned to current project

issues

.4 Aggregates multiple related issues to

understand the complete picture

Summary reports or project scorecards outlining the relationships and

linkages between project issues.

.5 Observes discrepancies, trends, and

interrelationships in project data

Requests for information validation or confirmation

Documented trend analysis

Table 3-4. Personal CompetenceCognitive Ability (continued)

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Chapter 3Personal Competencies

Element 9.3 Uses appropriate project management tools and techniques

Performance Criteria

Types of Evidence

.1 Understands PM tools and

techniques

List of available tools and/or techniques

.2 Selects appropriate tools and/or

techniques

List of selected tools and/or techniques

Documented selection process and results

.3 Applies selected tools and/or

techniques to project management

Outcomes achieved through use of tools and/or techniques

Element 9.4 Seeks opportunities to improve project outcome

Performance Criteria

Types of Evidence

.1 Provides a framework to address

opportunities and concerns

Lists of issues and associated opportunities or concerns distributed to

all team members along with a clearly communicated process for
updating the list
Maintains issues log current and communicates changes/additions in it
to all the stakeholders
Meeting notes where issues were addressed documenting approaches
and solutions identified
Comparison between actions proposed and results obtained

.2 Looks for opportunities to improve

project value or execution

Risk register showing opportunities

Notes from brainstorming sessions, meetings, etc. where new
opportunities were identified
Documented suggestions in projects, or actions taken in a project
related to the results obtained

.3 Seizes relevant opportunities as they

emerge

Meeting notes where opportunities were analyzed

Entries in change control process
Examples of opportunities related to the moment they are presented
during the evolution of the project

.4 Consolidates opportunities and

passes them to the organization

Emails, meeting notes and other communication artifacts regarding

project opportunities
Documented proposals to clients or internal stakeholders indicating
added value for pursuing identified opportunities
Number of opportunities identified and pursued

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Chapter 3Personal Competencies

10.0 Unit of Competence: Effectiveness

Produces desired results by using appropriate resources, tools and techniques in all project
management activities.
Element 10.1 Resolves project problems
Performance Criteria

Types of Evidence

.1 Employs appropriate problem solving

techniques

Documented needs analysis (e.g., design inputs list)

Documented feedback from stakeholders of problem solving techniques
Documented use of proper knowledge management tools
Issue log with resolution documentation

.2 Validates that proposed solutions

resolve the problem and are within
the project boundaries

Documented use of proper knowledge management tools

Issue log with resolution documentation
Documented feedback from stakeholder the problems were solved

.3 Chooses solutions that maximize

project benefit and minimize negative
impacts

Documented feedback from stakeholder stating the problems were

resolved
Documented impact of solution on project
Documented external and/or environmental impact of solution

Element 10.2 Maintains project stakeholder involvement, motivation and support

Performance Criteria

Types of Evidence

.1 Uses stakeholder communication to

maintain stakeholder motivation

Communication plan
Updates to stakeholder analysis
Documented feedback from stakeholders stating that they felt
motivated

.2 Constantly seeks opportunities to

communicate project status and
directions to meet the needs and
expectations of stakeholders

Examples where the individual took an opportunity to communicate

status
Documented feedback from stakeholders on how their needs were met

.3 Includes experts in meetings and

discussions to influence and obtain
stakeholder support

Examples of how consensus and support were achieved on different

issues
Minutes from meetings where subject matter experts were invited for
consultations with stakeholders

.4 Uses objectivity for consensus

building

Documented use of best practices for making team decisions

Examples of influencing biased team members toward objective position

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Chapter 3Personal Competencies

Element 10.3 Changes at the required pace to meet project needs

Performance Criteria

Types of Evidence

.1 Adapts to changes in the project

environment to minimize adverse
project impacts

Documented feedback from stakeholders stating that the individual

displayed a can-do attitude despite changes
Documented risk mitigation activities

.2 Demonstrates flexibility towards

changes that benefit the project

Risk registry updates identifying new opportunities

Documented opportunities analysis
Change requests

.3 Takes positive actions to capitalize

on opportunities or to resolve present
problems

Documented feedback from stakeholders that the project manager

demonstrated an action-oriented and proactive approach
Examples where the project manager resolved outstanding problems
Project library with relevant documentation of technologies, techniques,
or methods used during the project execution

.4 Enables a change-friendly
environment by fostering continuous
learning

Documented training recommendations for team members

Project schedule includes time for team members to study new
solutions, situations, or technologies
Project library with relevant documentation of new technologies,
techniques, or methods used during the project execution

.5 Acts as a change agent

Documented feedback from stakeholders regarding changes initiated or

facilitated by project manager
Documented feedback from stakeholders stating that the project
manager demonstrated positive self-esteem and self-confidence

Element 10.4 Uses assertiveness when necessary

Performance Criteria

Types of Evidence

.1 Takes initiative when required,

assuming calculated risks to expedite
project delivery

Feedback from stakeholders the PM took initiative when required

Issue log with documented resolutions
Issues escalation reports showing timely decision path

.2 Prevents inconclusive discussion,

makes a decision, and takes
appropriate action

Feedback from team on actions taken

Examples where the PM declined a proposal without causing an
argument and maintained cooperation
Examples where the PM resolved a crisis by assessing the situation
and offering decisive action

.3 Shows persistence and consistency

in actions

Documented feedback from stakeholders stating that the PM showed

persistence and consistency
Meeting minutes, action item notes, or status reports showing
decisions made
Examples of maintaining motivation when faced with challenges

.4 Makes timely decisions based on

facts while managing ambiguity

Decision memoranda or decision analysis documents demonstrating

factual analysis of issues and prompt decision-making
Issue log showing time from recording to resolution
Issues escalation reports showing timely decision path

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Chapter 3Personal Competencies

11.0 Unit of Competence: Professionalism

Conforms to an ethical behavior governed by responsibility, respect, fairness, and honesty in the
practice of project management.
Element 11.1 Demonstrates commitment to the project
Performance Criteria

Types of Evidence

.1 Understands and actively supports

the projects and organizations
mission and goals

Documented alignment of project goals and objective with organizations

missions and strategy
Examples where support was given when project goals differ from
personal preferences
Examples of defined project activities that support organizational goals

.2 Cooperates with all stakeholders to

achieve project objectives

Examples of specific cooperative efforts to achieve project objectives

Examples where team-building techniques were used to foster
cooperation

.3 Makes sacrifices where necessary to

move project forward

Examples of prior options taken for effective project execution while

giving personal benefits a lower priority
Examples where the PM demonstrated positive attitude while dealing
with project challenges

Element 11.2 Operates with integrity

Performance Criteria

Types of Evidence

.1 Adheres to all legal requirements

Feedback from stakeholders all legal requirements were met

Documented log of legal requirements applied to the project with written
stakeholder approval

.2 Works within a recognized set of

ethical standards

Documented feedback from stakeholders stating that PM modeled

ethical standards were used
Documented feedback from stakeholders indicating the PM neither
offered or accepted inappropriate payments or other items from any
stakeholders

.3 Seeks to avoid and discloses any

possible conflict of interests to all
stakeholders

Example of truthful reporting of potential conflict of interests

Organizational Conflict of Interest (OCI) statement and OCI plan

.4 Maintains and respects confidentiality

of sensitive information

Documented feedback from stakeholders the individual maintains

confidentiality
Examples of project documentation that include the confidentiality or
security level classification notice

.5 Respects the intellectual property of

others

Documented agreements for reuse of protected intellectual property

Documented searches for potentially applicable patents, trademarks, or
copyrights
Examples of copyright notice with source indication whenever protected
intellectual property was used

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Chapter 3Personal Competencies

Element 11.3 Handles personal and team adversity in a suitable manner

Performance Criteria

Types of Evidence

.1 Maintains self-control in all situations

and responds calmly

Examples where the PM felt strong emotions (such as anger or extreme

frustration) but controlled them
Uses stress-management techniques to control response, prevent
burnout, and deal with ongoing stress
Documented feedback from stakeholders indicating that the individual
displayed self control

.2 Admits shortcomings and explicitly

accepts responsibility for failures

Documented feedback from stakeholders where the individual actively

listened to constructive feedback and acted on it
Examples where the individual accepted responsibility for failure

.3 Learns from mistakes to improve

future performance

Documented lessons learned

Documented feedback from stakeholders stating that the individual
learned from mistakes
Examples where the individual analyzed his or her own performance to
understand causes of mistakes and failures

Element 11.4 Manages a diverse workforce

Performance Criteria

Types of Evidence

.1 Develops elements of trust and

respect within the project
environment

Documented feedback from team that the PM displayed an awareness

of, respect for, and willingness to accommodate cultural differences
Examples where the team celebrated achievements

.2 Ensures teams adherence to cultural

issues, legal requirements, and
ethical values

Document describing ethical standards and stakeholders value

systems
Examples of consistently good moral judgment and behavior
Documented analysis of applicable legislation, standards, and local
customs relevant to the project

.3 Respects personal, ethnic, and

cultural differences

Documented feedback from the team the PM respected personal, ethnic

and cultural differences
Examples where the PM valued the contribution of each team member

.4 Creates an environment of
confidence and respect for individual
differences

Documented feedback from team showing that they had confidence that
the PM respected individual differences
Examples where the PM created the conditions that motivated and
enabled others to contribute their best

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Chapter 3Personal Competencies

Element 11.5 Resolves individual and organizational issues with objectivity

Performance Criteria

Types of Evidence

.1 Respects the organizational

framework for running projects

Documented feedback from stakeholders that the individual respected

privileges set forth for project managers in the organization
Documented feedback from stakeholders that the project manager
follows rules of collaboration and reporting within programs or portfolios
of projects

.2 Balances individual interest with

organizational interest

Documented feedback from stakeholders that the individual saw clear

distinctions between individual and organizational interests
Documented feedback from stakeholders that the individual adhered to
PMIs professional code of conduct

.3 Assigns team members in an

unbiased way to appropriate tasks

Skills assessment documentation indicating each team members

strength and weaknesses
Responsibility Assignment Matrix (RAM) aligned with team members
skills assessment
Examples of personnel assignment that allows them to grow by doing
more than status quo

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Chapter 4

Developing Competence as a
Project Manager

The purpose of this chapter is to show how the Performance and Personal Competencies defined
in Chapters 2 and 3 can be used to facilitate the development of project management competence.
The process recommended is for the continuous development of project management competence,
as shown in Figure 4-1.

Figure 4-1. Competence Development Process

This process is intended to be used by project managers and organizations to assess project
management performance with the aim of continuous skill improvement. The process is not intended
to be a one-time assessment to identify or certify competent project managers but is intended to
be used in an ongoing basis. The competence development process may be performed periodically
to assess and improve project management competence. It is unlikely that a project manager would be
reviewed against all the PMCD Framework performance criteria in one assessment as the competence
development process is intended to be performed on an ongoing basis.
For Step 1 of the competence development process, the competence of the project manager is
assessed using the PMCD Framework as the baseline competencies. The PMCD Framework is
designed to apply generically to most project managers, regardless of the projects nature, type, size,
or complexity. The purpose of Step 1 is to identify a project managers areas of strength and to
determine where further competence development is needed.
Strengths are identified and noted where performance is seen to meet or exceed the PMCD
Framework performance criteria. Development needs, where performance results do not meet the
PMCD Framework performance criteria, should also be recognized and noted. The results of the
assessment can be recorded.
In Step 2, a competence development plan is prepared in light of the Step 1 assessment results.
The plan prescribes activities to be undertaken by the project manager that are necessary to achieve
the learning required.

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Chapter 4Developing Competence as a Project Manager

In Step 3, the developmental activities planned in Step 2 are executed. These activities will need
to take into account both the priorities and needs of the organization and of the project(s) underway.
These development activities should be monitored and tracked against the competence development plan.
The entire process is then repeated as the overall competence of the project manager is further
developed.
The competence development process allows development activities and the methods of assessment to be adapted to develop training or performance assessment requirements. The entry and
exit points of this process will depend on the objectives of the project manager or organization the
project manager is working for.
This chapter covers the following topics:
4.1
4.2
4.3
4.4
4.5

Assessment Rigor
Step 1: Assess Performance
Step 2: Plan Competence Development
Step 3: Implement Project Manager Competence Development Plan
In Summary

4.1 Assessment Rigor

The target audience for this process reflects a wide range of use, from individual self-assessment
through organization-wide assessment, up to (but not including) certification-level assessment of
PMCD Framework.
Project managers
Managers of project managers
Members of a Project Management Office
Managers responsible for establishing and developing project manager competence
Educators teaching project management and other related subjects
Trainers developing project management educational programs
Consultants to the industry of project/program management
Human resource managers
Senior management
The rigor applied in the competence development process is the level of thoroughness, intensity,
breadth, and depth for the assessment of the project managers competence. The level of rigor followed
in applying the competence development process may vary depending upon the audience and
intended outcomes. The relative levels of rigor are explained in this chapter. An organization or
project manager should use the concept of rigor relative to the importance of developing project
management competence. If an organization requires a strong project management capability, it
would use greater rigor in the competence development process to ensure a high caliber project
management competence.
Rigor is important because if insufficient rigor is used for the intended application of the framework,
the results are meaningless and time may be wasted. On the other hand, if more time and effort are
used than called for, time is spent producing information that may never be used and the credibility
of the process may be lost. Also, this may cause a bias against further assessment. For example, an
assessor should not spend two days with a project manager assessing 200 performance criteria just
to identify a two-day basic project management class to attend.
Low rigor competence assessment typically involves casual self-assessment or informal assessment
against the competence criteria. Its primary use is in personal development planning and improvement. An appropriate subset of the PMCD Framework can also be useful for team assessment and
risk avoidance as a part of project kick-off. The disadvantage of self-assessment is that individuals
view their own skills inconsistently and their comparison to the baseline will vary. Some individuals
know themselves very well; others do not. Some individuals hold themselves to a higher standard,
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Chapter 4Developing Competence as a Project Manager

resulting in a lower rating of competence. This can be compensated for by performing a selfassessment and having the assessment reviewed by a peer or manager.
An example of low rigor is when project managers may assess their competence as a personal
exercise or prior to an assessment by a third party. The individuals may apply the process with less
rigor and the collection of evidence may be done over an extended period. The individuals will
compare their performance against the performance criteria specified in Chapters 2 and 3. This selfassessment may lead to a request for assistance to address a development need or an organizational
assessment.
Medium rigor is less casual and adds an appropriate selection of the following elements to the
assessment process:
Review of the suggested types of evidence for each Performance and Personal Competence.
360 feedback, where feedback is provided from all around the subject.
Interviewing the project manager and evaluating the evidence to gain an understanding of the
effort and contribution.
Specific recommendation of action items to work on.
Reassessment after implementation of the development plan.
Medium rigor requires the person performing the assessment to have attained the necessary range
of competencies to enable them to make an assessment of the performance. The assessor will require
competence in the assessment process and an in- depth understanding of project management
competence. In addition, medium rigor takes more time; as much as two to four times the amount
of time as the low-rigor approach described above. Furthermore, the results are more repeatable
and useful.
A high-rigor approach to assessment should be documented so that it will be repeatable and
consistent when conducting other assessments and adds the following, where appropriate:
Assessment by qualified, independent assessors, to allow better observation of the Personal Competencies of the person being assessed. This also allows specific recommendations of the action items
to be documented.
Preparation and assessor review of project documentation, where the person being assessed
describes how he or she demonstrated each of the performance criteria in a recent project.
Workshops or simulations may be used to distinguish between ability to convince and ability
to perform.
Careful recordkeeping of each assessment judgment and reconciliation of assessor differences in
independent scoring. This is essential for legal reasons, as well as for assessor evaluation.
High rigor increases the assessment effort and the consistency of the results.

4.2 Step 1Assess Performance

In this step, the performance of a project manager can be assessed using various methods described
below in subsections based on the level of rigor. The project manager will gather evidence to be
used in the assessment against the PMCD Framework performance criteria. The organization may
also prescribe the qualitative, quantitative, and interpretive methods to be used and how evidence
is collected and assessed.
To encourage the concept of continuous improvement of competency, the objective is for the
evidence to demonstrate that the project manager meets or exceeds the baseline competence defined
by the PMCD Framework. The acceptable level of output or performance will need to be defined
against the evidence prior to the assessment. These assessment levels can be defined simply. Levels
of performance could, for example, be expressed as:
Below expectations or developing competence.
Meets expectations or is competent.
Exceeds expectations or highly competent.

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Wherever there is a gap, it is necessary to describe the extent of the gap and to define the
development required. If at any time during the assessment process there appears to be a gap in
competence that is putting the project currently being managed at risk, the assessor may need to
immediately initiate actions to address the gap.
The gaps can be viewed at dimension, unit, or element levels, or as detailed as the performance
criteria level. Not all gaps have to be examined at the same level of detail. The gaps can be viewed
holistically to give a multi-dimensional picture (as depicted in Figure 1-3), or gaps can be viewed
individually to address specific development opportunities.
Upon completion of the assessment, a plan should be created to guide the individual and organization toward the agreed-upon goals and objectives. Organizations may want to strive to address the
key areas that will provide them with maximum improvement benefits, rather than by attempting
to focus on all of the possible issues at once.
When there are sufficient performance criteria gaps within an element or unit, the development
activity may require a more comprehensive approach to address the gaps. The assessor needs to be
aware that when using a holistic approach, strength in one area could obscure one or more gaps in
other areas. Hence the need to recognize when to use a holistic versus detailed approach.

4.2.1 Assessment at an Organizational Level

If the assessment process is being applied across an entire organization, the method of evaluation
may be quite formal with either medium or high rigor. The assessor may be the individuals manager,
a senior peer, or an external assessor/consultant. In many organizations a third party is involved to
provide a consistent approach across the organization and may be from a human resources or
training division.
The remainder of this chapter will refer to an assessor. In the case of a self assessment, the assessor
will be the project manager.
The assessor should meet with the project manager to discuss the assessment process and to
perform the assessment. It is recommended that the project manager completes the competence
assessment independently. This should be recognized as an important input to the meeting with
the assessor.
Notes explaining the assessors observations and the reasoning that led to their assessment findings
will need to be recorded as input to the plan and for deploying appropriate development activities.
An organization may supplement the PMCD Framework with additional project manager competencies to meet local expectations of project professionals. There may be project type, industry or
technology specific requirements of a project manager that an organization may choose to include.
The organization may want to interpret the PMCD Framework to align with their own levels of
seniority or positions.

4.2.2 Assessment Log

An assessment log can be used to record the assessment findings, indicating competence gaps at
the performance criteria or element level. A sample assessment log is shown in Figure 4-2.

4.3 Step 2Prepare Competence Development Plan

Once the assessment has been completed, a competence development plan should be created. It is
important to use the information that has been gathered in Step 1 to address the development needs
of the individual project manager and to build on the strengths.
The results of the assessment should be addressed in a timely manner as there may be items
identified by the assessment that would warrant immediate corrective action. Furthermore, the plan
should be prioritized to address areas that are most critical to the individual and organization. Once
the areas have been prioritized, a realistic timeline for the plan needs to be established.

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Figure 4-2. Sample Assessment Log (continued)

Chapter 4Developing Competence as a Project Manager

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Figure 4-2. Sample Assessment Log (concluded)

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Chapter 4Developing Competence as a Project Manager

By focusing on the high priority items, which are indicated as requiring additional development,
a more effective plan can be implemented. Just as the work breakdown structure is an effective means
of decomposing a large project into more manageable deliverables, the competence assessment helps
to segregate the elements.

4.3.1 Ways of Addressing Development Needs

Addressing development needs can be done in a number of ways. This may depend on a number
of aspects such as available resources, cost, and time. Selecting the best method will require some
analysis. The following are learning environments that may be used to address development needs:
MentoringA mentor can be assigned to a project manager as a go to person when the project
manager needs assistance or would like to discuss project management issues. The mentor may or
may not be the project managers own line manager. The project manager can discuss issues or
concerns with the mentor; seeking mentor advice on how to handle or address issues the project
manager is experiencing. Mentoring works best where the project manager wants to address the
development needs. Mentoring is usually driven by the project manager and is usually a longterm activity.
CoachingA competent coach can be appointed to work with the project manager to help him
or her to learn from the coachs experience and to learn more about the project manager process,
the organization in which he or she works, and its impact on it. Whereas training will bring learning
from the experience of others, effective coaching will enhance the learning by the project managers
own experience.
Peer-to-PeerThis usually happens when project managers have similar capabilities and can
provide support to each other. This arrangement can create a particularly positive and supportive
environment for two or more project managers. Occasionally, it may be necessary for a more experienced or senior project manager to also become involved to ensure alignment with best practice.
Role PlayingRole playing can be appropriate when specific developments or behaviors need to
be addressed. Participants use role playing to explore the human dynamics of project situations.
The humor and drama from this activity enhances learning and the understanding of meaning.
On-the-Job TrainingA project manager can gain experience on live projects to build confidence,
gradually advancing the complexity and breadth of experience. This may mean assigning a project
manager to a small or less complex project until he or she demonstrates comprehension of project
management competence. This should not amount to allowing a project manager to fail, but should,
nevertheless provide an opportunity for the project manager to learn. This arrangement should be
structured and supportive.
Group TrainingThis type of training can be deployed by an educational resource for a number
of project managers who require the same development. For a consistent approach this is often
used at entry-level training. More specific development needs would be addressed using a different method.
In-House TrainingAn experienced project manager delivers this form of training within the
organization. This is either a complete project management training course or specific training that
has been identified as a deficiency within the organization.
CBT (Computer-Based Training)This is a form of training in which the training is programmed
and presented using a computer system. This arrangement is suited to creating a learning experience
for individual learners. Purchased training can be used at the project managers pace and convenience
(typically self-paced). Using a blended learning approach, CBT is deployed together with other
learning experiences. CBT can also be used as convenient refresher material.
Individual TrainingThis type of training can be used if there are one or more project managers
who require training in a specific area and the resources are not readily available. There are a number
of Registered Education Providers (REPs) available. A list of these resources and the particular topics
that they cover is available on the Project Management Institutes website at www.pmi.org.

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Chapter 4Developing Competence as a Project Manager

PMI-Sponsored ProgramsPMI provides a wide range of training and educational programs. A

list of these programs and the particular topics that they cover is available on PMIs website at
www.pmi.org.
Public EducationA number of post-secondary schools and colleges provide project management
training. Certificate and degree courses (including post-graduate programs) in project management
are also available.
ConferencesA professional project manager will often discover great benefit from exposure to
new and unfamiliar topics at conferences.

4.3.2 Competence Development Plan

In the development of a competency development plan, the assessor would be expected to work
with the project manager to identify items such as: PMCD Framework reference, learning activity to
address the identified gaps, target date to address the gap, and level to be achieved.
The competence development plan follows a performance assessment and lists the activities which
are to be undertaken. In the example of a competence development plan (see Figure 4-3), each line
represents a component of learning that indicates how the project manager will address the gap
and which level the project manager is expected to achieve. When all items in the plan are combined,
they represent the activities required to achieve an intended level of competence.

Figure 4-3. Example Section of a Competence Development Plan

The plan should include activities to address developmental areas and ways to leverage strengths,
and should include actual activities, timing, costs and metrics. While ownership of the plan remains
with the individual, most plans will have a sponsor within the organization. The sponsor may be
the direct manager or a senior mentor. Proactively including the manager/sponsor/mentor in the
monitoring of the plan provides an opportunity to ensure the career development is given their support.

4.4 Step 3Implement Project Manager Competence Development Plan

Once the competence development plan is agreed upon between the project manager and the
assessor, the plan can then be executed.

4.4.1 Completion of the Planned Activities

The project manager owns this plan and is accountable for delivering the outcomes. The project
manager needs to execute this plan just as a project manager would execute a project plan.
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While an organization may be involved in the development and support of a project managers
competence development plan, it remains the responsibility of the individual to ensure that the plan
put in place is followed and the benefits are realized. The outcomes of the plan will allow the
individual to improve their performance and reap the benefits in their career.

4.4.2 Monitor the Execution of the Plan

The monitoring of the plan should commence once there is an agreed framework for the plan. There
may be cost associated with the execution of the plan and this needs to be approved and budgeted.
While the plan is being monitored it also needs to remain relevant. The situation surrounding the
project manager may change; the current project may require a different type of support or may
highlight a new strength. A particular activity may not be providing the necessary outcomes and
may need to be realigned to better address a particular weakness.
The competence development plan should be monitored regularly with the sponsor. For each
milestone in the plan, there must be measurable outcomes, which may include:
Formal training
Feedback from stakeholders
Presentations to stakeholders
Delivery of project outcomes
Mentoring activities
Networking professionally with peers
Collection of data against these outcomes will provide concrete evidence of progress. When an
activity/outcome is complete, this needs to be reported against the plan and communicated to key
stakeholders of the plan. The project manager should regularly conduct an informal review of the
plan, at least once per month. Formal review of the plan should be performed on the completion
of major milestones, phases, or projects and should be conducted with the manager/sponsor/mentor.
Many organizations include this review as a major part of their performance management processes.

4.4.3 Support for the Plan

Successful completion of the competence development plan depends on the motivation of the project
manager and the support given to the project manager. Within an organization this support comes
from the immediate manager and senior peers. This support will need to be engaged and the
relationship nurtured. Engagement requires an understanding of the plan, what it is, how it will be
rolled out and what is needed to support the project manager. The role of the project manager is
to introduce the plan to the people he or she expects support from, to explain the benefits expected,
and to ensure that relevant stakeholders are kept up to date.

4.4.4 Evaluate the Execution of the Plan

Progress against the plan will be evaluated continually through the execution of the plan. When the
planned actions have been completed, the project manager should be able to demonstrate that the
identified development needs have been addressed. Now is the time for the individual to congratulate
himself or herself and celebrate.
As with any plan that is executed, there also needs to be a formal review of the success of the plan
to determine whether it really achieved the expected outcomes. Some of the questions that need to
be asked include:
Was the plan suitable?
Did the plan deliver the outcomes needed?
Was there sufficient support for the project manager and the plan?
Were there activities that would have provided better outcomes?
Can others now use the same plan?

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4.5 In summary
The previous chapters of PMCD Framework defined the performance and personal competencies
that, together with the Knowledge Competencies defined in the PMBOK GuideThird Edition, are
considered required for a competent project manager. It was also indicated that each organization
might customize the framework to its particularities, potentially using a subset of the competencies
defined in this document and adding other competency dimensions important in their particular
environment.
This chapter recommended an iterative process to develop competence as a project manager,
where we assess the competence of project managers, plan competence development for the project
managers, execute the competence development plan and then repeat the process.
Each iteration of the competence development plan should be treated as a project in itself. The
project manager owns the plan and is accountable for delivering the outcomes. The project manager
needs to execute the plan just as any other project plan would be executed. Successful completion
of the competence development plan depends on the motivation of the project manager and the
support given to the project manager by the senior project managers and peers.
The PMCD FrameworkSecond Edition has been developed to provide both individuals and
organizations with guidance on how to assess, plan and manage the professional development of a
project manager. Use of the framework will provide a structured approach to the continuing journey
of competence development for individuals as well as organizations.

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Appendix A

Second Edition Changes

The purpose of this appendix is to give a detailed explanation of the changes made to the Project
Manager Competency Development Framework that was released in 2002 to create the Project Manager
Competency Development FrameworkSecond Edition.

Structural Changes
The project team for the PMCD FrameworkSecond Edition was asked to update the document,
taking into account the following:
Research conducted by PMI through the Role Delineation Study culminating in the PMP Examination Specification
Alignment with existing PMI Standards, in particular A Guide to the Project Management Body of
Knowledge (PMBOK Guide)Third Edition
Feedback from the marketplace on the 2002 document
Possible submission to ANSI-for approval as Ameican National Standard
This resulted in the following structural changes (see Table A-1) and name changes (see Table A-2).:

Structural Changes: PMCD Framework2002 Edition

Structural Changes: PMCD FrameworkSecond Edition

Nine Performance Competence Units based on the

Knowledge Areas from the PMBOK Guide2000
Edition

Five Personal Competence Units based on

Performance Domains from the PMP
Examination Specification

Performance Competence Elements of units based

on National Competency Standards for Project
ManagementAustralian Institute of Project
Management (AIPM)

Performance Competence Elements of units based

on PMP Examination Specification and expressed
in outcomes

Six Personal Competence Units based on Spencer

Model

Six Personal Competence Units further defined to

include the PMI Code of Ethics and Professional
Conduct

Section 4Developing competence as a project

manager was not seen as adding a great deal of
value to the document

Chapter 4Developing competence as a project

manager includes a development framework and
support to plan and develop ongoing project
management competence improvement

Table A-1. Structural Changes

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Appendix ASecond Edition Changes

Name Changes: 2002 Edition

Name Changes: PMCD FrameworkSecond Edition

Section 2
Performance Competencies
Project Integration Management
Project Scope Management
Project Time Management
Project Cost Management
Project Quality Management
Project Human Resources Management
Project Communications Management
Project Risk Management
Project Procurement Management

Chapter 2
Performance Competencies
Initiating a Project
Planning a Project
Executing a Project
Initiating and Controlling a Project
Closing a Project

Section 3
Personal Competencies
Achievement and Action
Helping and Human Service
Impact and Influence
Managerial
Cognitive
Personal Effectiveness

Chapter 3
Personal Competencies
Communicating
Leading
Managing
Cognitive Ability
Effectiveness
Professionalism

Table A-2. Name Changes

Writing Styles
A style guide was used in order to guide the project team in using a standard, best practice approach.
The style guide served as a detailed guideline for the team to use in the document development,
review, and edit process and resulted in a consistent tone, structure, and vocabulary in the final
document.
The team employed a five-step process in reviewing the document that included grammar and
punctuation, content analysis, nomenclature, overall look and feel (including formatting and
usability), and consistency of voice.

Chapter 1
Chapter 1 of the PMCD FrameworkSecond Edition provides an introduction to the concepts
conveyed in the remaining chapters and has been modified to align with changes made to these
chapters in the second edition.
In addition, a number of other changes were made to the chapter. The project team considered
it important to clearly identify the target audience for the PMCD FrameworkSecond Edition within
Chapter 1 and to provide an indication of who would be most likely to benefit from the standard.
A significant difference between the First and Second Editions of the PMCD Framework is the lack
of detailed definition of knowledge competencies. This chapter provides an explanation for this
deficit and a simpler view of the dimensions of competence.
The project team felt that the term project success has a number of connotations and that it is
not necessarily always a product of project manager competence. It was therefore decided to remove
the section on project success from Chapter 1.
The 2002 edition of the PMCD Framework references sources of information used for the edition.
The second edition provides a more detailed overview of the alignment of the PMCD Framework
with other PMI standards and publications.
The second edition simplifies and rationalizes the structure of the document. This is reflected in
Chapter 1 with one figure being used to illustrate the structure of both chapters two and three. The
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Appendix ASecond Edition Changes

numbering system used within these chapters is significantly simpler than the previous edition and
does not, therefore, require detailed explanation.
PMCD Framework - 2002 Edition

PMCD Framework - Second Edition

Target audience not identified.

Identification of Target Audience.

Detailed definition of dimensions of competency

including knowledge.

Simple representation of dimensions of

competence.

Discussion on the relationship of Project Manager

Competency and Project Success.

Section on Project Success removed.

Acknowledgement of sources used for the edition.

Alignment of PMCD Framework with PMI

standards and publications.

Detailed explanation of structure and numbering

system used within the document.

Simple representation of rationalized structure.

Table A-3. Chapter 1 Changes

Chapter 2
Chapter 2 has been completely restructured as a result of the role delineation study findings documented in the PMP Examination Specification. The results show the membership view of project
management from a process group perspective and not from a knowledge area perspective. This
information resulted in the reduction of Performance Competence Units descriptions to five. This
also aligns with what is seen as good practice in defining competencies. The five Performance
Competence Units are based on five of the six Performance Domains defined in the PMP Examination
Specification. The sixth Performance Domain specified in the PMP Examination Specification
Professional and Social Responsibilityis not included as a performance competence but is included
in Chapter 3 as a Personal Competence. The PMP Examination Specification was also used to define
the elements of each unit. The wording however was changed so that each element was described
as an outcome to be achieved rather than a process to follow. Each element is further broken down
in performance criteria developed by the team using the PMCD Framework2002 Edition, the PMP
Examination Specification and existing PMI standards. The achievement of each of the performance
criteria ensures that the outcome specified in the element will be delivered. In order to establish
achievement of the performance criteria, the project team defined the types of evidence that could
demonstrate achievement of each criteria. In Chapter 2, a one for one approach was taken between
performance criteria and types of evidence but this should be seen as an example only, there may
be other types of evidence that can demonstrate compliance.

PMCD Framework - 2002 Edition

PMCD Framework - Second Edition

Nine Performance Competencies from the

PMBOK Guide2000 Edition

Five Performance Competencies from the PMP

Exam Specification

Elements from AIPM PM Competencies

Elements from PMP Exam Specification

Performance Criteria from the PMBOK Guide

2000 Edition

Performance criteria developed by project team

from PMCD Framework2002, the PMBOK
GuideThird Edition and the PMP Exam
Specification

Examples of assessment guidelines developed by

project team

Types of evidence developed by project team,

typically one for one with performance criteria

Table A-4. Chapter 2 Changes

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Chapter 3
Chapter 3 also evolved from the previous edition, moving further from the initially used Competency
Dictionary (known as the Spencer Model) developed by Lyle and Signe Spencer (1993). The new
competency units are the result of a deeper understanding of the specific Personal Competencies
required for project management. The most visible evolution in the definition of Personal Competencies for a project manager is the new Competence Unit titled Professionalism, supporting PMIs
Code of Ethics and Professional Conduct as well as the Professional and Social Responsibility section
from the PMP Examination Specification.
The Second Edition includes six Personal Competence Units, as did the 2002 Edition. The units
names have been shortened and their content area better separated, aligning with best practices in
defining competency frameworks. However, due to the subjective nature of personal competencies,
there might be elements that have characteristics of more than a single unit. In such cases, a judgment
call was made regarding most appropriate placement of such element, acknowledging its other
characteristics as well.
Most competency elements were preserved from the 2002 Edition (in some instances consolidated
for clarity), some were added and a few were deleted. They were regrouped into the new Competency
Units based on their usage and relationships specific to project management. Each element is further
broken down in performance criteria representing behaviors showing the presence of the competence
element. The achievement of each of the performance criteria is established through the existence
of one or more of the types of evidence listed. The types of evidence are for exemplification only as
each organization might use other similar documents or facts to demonstrate the accomplishment
of a performance criterion.

PMCD Framework2002 Edition

PMCD FrameworkSecond Edition

Six Personal Competence Units:

Achievement and action
Helping and human service
Impact and influence
Managerial
Cognitive
Personal effectiveness

Six Personal Competence Units:

Communicating
Leading
Managing
Cognitive ability
Effectiveness
Professionalism

Competence elements from Spencer Model

Competence elements derived from PMCDF2002

Edition, the PMBOK GuideThird Edition, the
PMP Exam Specification, and the PMI Code of
Ethics and Professional Conduct

Performance criteria from Spencer Model and the

PMBOK Guide2000 Edition

Performance criteria developed by project team

from PMCD Framework2002 Edition, the PMBOK
GuideThird Edition, the PMP Exam Specification
and the PMI Code of Ethics and Professional
Conduct

No types of evidence

Sample types of evidence that could demonstrate,

alone or in conjunction with other evidences, the
presence of the desired behavior indicated by a
performance criterion.

Table A-5. Chapter 3 Changes

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Appendix ASecond Edition Changes

Chapter 4
Chapter 4 has been completely rewritten coincident with the restructure of the rest of the document.
The objective of this chapter, unlike the 2002 editions focus on the attempt to achieve a certain
level of competence, was to use the PMCD Framework to assess the level of competence demonstrated
in the project managers performance. The purpose of this is to promote continuous improvement
rather than trying to reach some arbitrary level of competence.
PMCD Framework2002 Edition

PMCD FrameworkSecond Edition

Five-stage approach:
Stage 1: Determine applicable elements and
performance criteria
Stage 2: Determine desired levels of proficiency
Stage 3: Assessment
Stage 4: Addressing gaps in competency
Stage 5: Progress toward competence

Three-step approach:
Step 1: Assess performance
Step 2: Prepare competence development plan
Step 3: Implement PM competence development
plan

Table A-6. Chapter 4 Changes

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Appendix B

Evolution of the PMCD

Framework

The PMI Standards Committee sponsored the Project Management Competency (PMC) project in
1998 to work on a competency framework for project managers. The purpose of the project was to
develop a project manager competency development framework that described the competencies
likely to lead to effective project manager performance across contexts. The competency framework
was to be used for the professional development of project managers rather than in selection or
performance evaluation.
The Standards Committee recognizes that professionalism in project management is greatly
facilitated by a project management competency framework that:
is generally accepted throughout the profession.
provides guidance to both individuals and organizations regarding how to manage the professional growth of a project manager.
addresses a full range of project types from small and simple to large and complex.
Consequently, in late 1998, the PMI Standards Committee asked for volunteers to develop a standard
outlining a project manager competency development framework and sponsored the Project Manager
Competency (PMC) project team. The PMCD Framework was to identify and define some of the key
dimensions of effective performance, the competencies that likely impact performance, and the
contingencies likely to influence the extent to which a particular competency had an impact on
project manager performance. A volunteer team was assembled and, during the course of the next
year, worked on refining the projects scope, reviewing the literature, and starting to develop the
basic framework and definitions outlining project manager competency.
In the fall of 2000, PMIs certification department published the Project Management Professional
(PMP) Role Delineation Study and the Project Management Experience and Knowledge Self-Assessment
Manual. The PMC core team reviewed this work in comparison to the elements and criteria contained
in the draft PMCD Framework. A decision was made to revise the elements of competence and
performance criteria contained within the PMCD Framework to align with the works published by
PMI certification. The PMC core team, with support from the PMI Project Management Standards
Program, conducted an open working session at PMI 2000. Additional input was solicited from those
attending the session regarding the completeness and usefulness of the draft PMCD Framework.
Input indicated that the draft PMCD Framework would serve as a useful resource for those working
to develop the competence of project managers within their organizations.
The draft of the PMCD Framework was submitted to the PMI Project Management Standards
Program Team in March 2001 for consideration as an Exposure Draft to be circulated among PMI

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Appendix BEvolution of the PMCD Framework

membership and other affected parties. Following approval by the Standards Program Team, the
proposed exposure draft was submitted for formal review to six other knowledge experts. The PMCD
Framework project team evaluated the comments from these six reviewers and the Standards Program
Team. A final draft was submitted to the Standards Program Team and approved for this exposure draft.
The Exposure Draft was submitted for public review on 1 October 2001, with an exposure closure
on 3 December 2001. During this period 154 comments were received. Each idea proposed during
the review was evaluated and decisions made as to whether to incorporate the recommendation
into this version of the PMCD Framework. All comments that the project team accepted for the
current version have been incorporated.

B1. PMCD Framework1st Edition Project Team

Core Team Members
Scott Gill, MBA, PMPProject Manager
David Violette, MBA, PMPDeputy Project Manager
William C. (Clifton) Baldwin, MS
Christopher Bredillet, DSc, MBA
Chris Cartwright, PMP
Paul Fiala, MS
Kenneth J. Stevenson, MS

Review Team Members

Sumner Alpert, MBA, PMP
Dennis Bolles, PMP
Craig Carvin, PMP
Gilbert Guay
Hans Jonasson, PMP
Jacob Stranger Kgamphe
Barbara Marino, MPM, PMP
Kevin Porter, PMP
Angela Sheets
Shoukat M. Sheikh, MBA, PMP
Alberto Villa, MBA, PMP
Thomas Williamson, PMP
Xiaolan Wang

Initial PMCD Framework Project Team

Janet Szumal, PhDProject Manager
Nicola Barron
Christopher Bredillet, DSc, MBA
Chris Cartwright, PMP
John Chiorini, PhD, PMP
Rob Cooke, Ph.D.
Lynn Crawford
Russ Darnell, MS
David Denny, PMP
Karen DiPierro
Kathleen Donohue
Dick Drews, PMP
Ellen Edman
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David Garbitt
Larry Goldsmith, PMP
William C. Grigg, PE, PMP
Brad King
Alan Kristynik, PMP
Rose Mary Lewis, PMP
Lawrence Mack, PE, PMP
Barbara Marino, MPM, PMP
Dave Maynard, MBA, PMP
Vrinda Menon, PMP
Richard Ray
Paul Rust, PMP
Philip Sharpe, PMP
Gregory Skulmoski
Cyndi Stackpole, PMP
Ken Stevenson, MS
Dick Waltz, PMP
Greg Willits, PMP
Peter Wynne
Frank Yanagimachi

Selected Reviewers of Pre-Exposure Draft

These volunteers provided specific evaluations and comments on the pre-exposure draft. The project
team and the PMI Standards Program Team considered their input in the development of the
Exposure Draft.
James P. Henderson, PhD
Normand Pettersen, PhD
Lynn Crawford
Tomas Linhard
T.I. Morris
Brian Hobbs

Reviewers of Exposure Draft

Kim Colenso, PMP
Judy VanMeter
Nigel Blampied
Brian Gaspar
Portia Saul, PMP
Crispin Kik Piney, Bsc, PMP
Brian Hobbs, PMP
Cyndi Stackpole, PMP
Jody A. McIlrath
Greg Skulmoski
George Sukumar, PE

B2. Evolution of the PMCD FrameworkSecond Edition

The PMCD FrameworkSecond Edition project started in mid-2004 under the project management
of Chris Cartwright, one of the core team members of the first edition. The initial project team of
approximately 80 began reviewing the first edition of the standard and the various PMI publications

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that were linked to project management competence. During the life of the project, the team grew
to over 380 volunteers.
The standard was restructured along the lines of the PMP Exam Specification, based on project
charter direction from PMI. The team also took the opportunity to expand the document to cover
three levels of project managers. A first draft of the standard was created by late 2005. This consisted
of a framework to assess and develop project coordinators, project managers, and senior project
managers. While this expanded the scope of the charter, the team believed that the standard would
have a greater value to the profession.
In early 2006, PMI directed the team to focus solely on the project manager, leaving the other
levels of competency development to future projects. The charter for the PMCD Framework was
strengthened and a new core team was developed with the addition of a deputy project manager to
drive adherence to the charter. The core team consisted of:
Lyn WindsorIntroduction and Chapter 1;
George JucanChapter 3, covering Personal Competencies
Paul OsmanChapter 4 on developing competence.
This left the project manager, Chris Cartwright, as the chapter lead for Chapter 2 on Performance
Competence. The core team also included team members with responsibility for specific functions
necessary to complete the second edition:
Jen Skrabak took responsibility for the edit team;
Mike Reid headed up the integration team;
Neelesh Ajmani assumed the role of volunteer administration and general HR.
The team welcomed Mike Yinger to the role of deputy PM, who brought a great deal of experience
and drive to the engine room of the project.
The team established regular teleconferences and set up groups of volunteers to support the work
of developing the four chapters. Some of the chapter team members went far beyond what is normally
expected of volunteers and they are recognized as significant contributors in Appendix C.
Over a number of months, the various teams developed their chapters using regular teleconferences.
The decision was made to bring the core team together to review the chapters at a face-to-face
meeting. The core team consisted of five members from North America and three members from
Australia. The first face-to-face meeting was held in May 2006.
While the use of modern technology allows us to work in virtual teams, there is still no better way
to develop teamwork than to meet in person and get to know the faces associated with the names.
One lesson learned from the first face-to-face meeting was to have this type of meeting early in the
project to build the team focus and bond the team. The results of the meeting were taken back to
the chapter teams and each chapter was revised using input from the meeting. The integration and
edit teams provided input as to style and coverage and this was also included in the chapter edits.
The draft was now ready for a complete team review. Each team member was asked if they wished
to participate and a formal review team was established. In the formal PMI Standards Department
process for this stage of the project, there can be up to four different types of reviews to manage
the quality of the final document. There will be an internal review, there may be a subject matter
expert (SME) review, there will be a Members Advisory Group (MAG) review, and finally there will
be the exposure draft (ED) review, which is open to the world-at-large. When the revision was ready
for the project team review, it was forwarded to PMI Standards for the internal edit, where the
decision was made that the document was comparatively ready for Exposure Draft and, consequently,
the decision was made by PMI Standards to administer three of the reviews in parallel. The core
team agreed and ran the internal team review, the SME review and the MAG review at the same time.
The reviewers made a substantial contribution to the document, providing over 2700 suggestions
for improvements to the document. As this stage of the process was the first opportunity many of
the review team had to see the complete document; the internal project team review was especially
helpful. The chapter teams then incorporated the suggestions where necessary and the core team
had a second face-to-face meeting to review the complete document. This was a particularly arduous
and intensive meeting, with much discussion and debate. The revised draft of the standard was then
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forwarded to PMI Standards Department for the Exposure Draft (public) review. The normal ED
process was followed and this provided approximately 285 comments from the membership. While
this number is low compared to other standards, the team believes it reflects the quality of the work
done by all previous reviewers. More than 80% of the ED comments were included in the final draft
of the document.
While the final draft of the PMCD FrameworkSecond Edition meets its charters stated goal (to
provide necessary information to the project manager who is at the PMP level, the team believes
there is a need to expand the framework in future editions to include those levels which are outside
of the PMP level, both above and below. This and future frameworks may be used by organizations
as a development path for project staff.
Several steps were taken in the HR processes of the team to coordinate the large number of
volunteers. The core team put in place a process for induction and polled each new arrival for
their interests in allocating them to a suitable task. A regular newsletter was also implemented to
communicate to all team members regarding progress and achievements. It is gratifying to this
project team that its efforts to maintain the energy and enthusiasm of so many volunteers have been
recognized by the PMI Standards Department as an appropriate template for changes to the overall
Standards project team creation and maintenance process.
The core team of the PMCD Framework project would like to acknowledge the support provided
by the team at PMI Standards, from the Standards Manager and from a number of Standard Project
Specialists. This support was greatly appreciated and helped us all deliver the best standard that
we could.

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Appendix C

Contributors and Reviewers of

the Project Manager Competency
Development Framework
Second Edition

This appendix lists, alphabetically within groupings, those individuals who have contributed to the
development and production of the Project Manager Competency Development FrameworkSecond
Edition. No simple list or even multiple lists can adequately portray all the contributions of those
who have volunteered to develop the Project Manager Competency Development FrameworkSecond
Edition. Appendix B describes specific contributions of many of the individuals listed below and
should be consulted for further information about individual contributions to the project.
The Project Management Institute is grateful to all of these individuals for their support and
acknowledges their contributions to the project management profession.

C1. Project Manager Competency Development FrameworkSecond Edition

Project Core Team
The following individuals served as members, were contributors of text or concepts, and served as
leaders within the Project Core Team (PCT):
Chris Cartwright, PMP, Project Manager
Michael A. Yinger, MBA, PMP, Deputy Project Manager
Neelesh Ajmani, MBA, PMP
George Jucan, MSc, PMP
Paul Osman, PMP
Michael R. Reed, PMP
Jen L. Skrabak, PMP, MBA
J. Lyn Windsor, PMP

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C2. Significant Contributors

Significant contributors supported key activities for the update to the Project Manager Competency
Development FrameworkSecond Edition including editing and sub-team participation in project
efforts such as Content, Authoring, Quality, Communications and Research subteams. The update
projects significant contributors offered depth of knowledge and insight as Subject Matter Experts
(SME) in their fields of practice. In addition to the members of the Project Core Team, the following
individuals provided significant support, input or concepts:
Jaideep Agrawal, MBA, PMP
Gerard Aroquianadane, MBA, PMP
David Baker, MPA, PMP
Robert S. Banks, PMP
Nishu Bansal
Nathaniel Barksdale, Jr. PhD, PMP
Marcos Diclei Barros, PMP
Cindy Beck
Damien Bolton, PMP
Kevin Bourke, PMP
Terry Boyd, PhD, PMP
Melissa Fawn Bull
Raul Calimlim, MSSE, PMP
Anthony R. Corridore, PMP
Paramita Debbarman, PMP
Tracy Dixon, PMP, MBA
Mark Lester Dy, PMP
Stacy A. Goff, PMP
Pamela Brettmann-White, MBA, PMP
Priyesh Gopalakrishnan, PMP
Shyam Kumar G, PMP
Morgan E. Henrie, PhD, PMP
Bernard A. Holmes, CGFM, PMP
Kevin J. Hunziker, PMP
Rashed Iqbal, PhD, PMP
Puja Kasariya, PMP
Rod Koelker, MSc, PMP
Richard P. Krulis, PMP
Robin E. Kuczera
Anil Kumar, PMP
Dennis Lakier, PEng, PMP
Xiaosong Liu, PMP
Juan J. Monroy Lopez
Ganesh Malgikar, PMP
Lynn Qin Mu, B.Comm, PMP
Raja Sekhar Nerella, BE, PMP
Dumitru I. Oprea, PhD, DrHC
Beth Ouellette, MBA, PMP
Crispin Kik Piney, PMP
Martin Price, BSc, APMP
Prabhushankar Rajamani
Priscilla Rhaichal, Honours BA
Lisa Rockwood
Rosalyn C. Samonte, PMP, CBCP
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Martyn Scott, MA, PMP

Prakash Sharma, MBA, MBB
Rachna Sharma, PMP
Rachna Sharma, PMP
Gary J. Sikma, PMP, MBA
Anca E Slusanschi, MSc, PMP
Paul Steinfort, PMP, FIEAust
Susan J. Strople, PMP
Rocco Tellier, PMP
Prem Kiran Udayavarma, PMP
Derek H.T. Walker, PhD, MSc
Kyle S. Wills, PMP
Lucia Wong, MBA, PMP
Al Zeitoun, PhD, PMP

C3. Project Manager Competency Development FrameworkSecond Edition

Project Team Members
In addition to those listed above, the following team members provided input to and recommendations on drafts of the Project Manager Competency Development FrameworkSecond Edition:
Aref Abouzahr, MBA, Eng
Abha Abraham
Tarek Abuelnaga, MBA, PMP
Anurag Agrawal, MTech, PMP
Imran Ahmed, PMP
Bob Aiken, PMP
Rajdeep Ajmani
Jessica Alcantara, PMP
Gustavo Adolfo Ortega Alvarado, Eng, PMP
Ahmed Samy Amer, PMP
Mauricio Arantes de Andrade
Lionel Andrew, MBA, ISP
Louisa Amalia Andrianopoulos, MSc
Guna Appalaraju
Cindy K. Archer-Burton, JD, PMP
Gabriel Arise, MBA, PMP
Kannan Arunachalam, BE (Hons), PMP
Anubhav Asthana
Scott T. Bable, PMP
Louis Bahrmasel
Joan Barnes-Weatherton
Richard Bates, PMP
Alan Bezuidenhout
Sanjay Bhaskaran, PMP
Rajat Bhatnagar, MS, PMP
Kaushik Bhowal MS, PMP
John A Blakely, MS, PMP
Gayle Armstrong Blizzard
Wallace Bo Bohanan MBA, PMP
Rakesh Boonlia, MBA
Roberta C. Bonsall, PMP
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Diego Ramalho Bortolucci

Ann Abigail Bosacker, PMP
Connie Bouhaik, PMP
Adrienne L. Bransky, PMP
Rufus Earl Branson
Liz Brown, PMP
Mark Brenon
Terrance P. Bullock, PMP
James Burkholder, ASQ-CSSBB, PMP
Dawn Cain
Darlene F. Calvert, PMP
Marcia Carrere, PMP
Roberto C. Cavalcante, PMP
Daniel Thomas Cedar
Herman Chan, PMP
Subramanian Chandramouli
Chih-Wu Chang, MS, PMP
Rachel Chang, MA, PMP
Sourabh Chatterjee, CSQA, PMP
Rakesh N. Chauhan, MSc, PMP
Vijay Kumar Chemuturi, PMP
Amitabh Choudhary, PMP
Bhaskar Chowdhury, PMP
Victor Chu, PMP
Catherine S. Cockrell
Johanne H. Comeau, MGP, PMP
Miguel A. Conway, CISA, PMP
Ronald C. Cook, PMP
Thomas J. Cornish, PMP
Mario Damiani, PMP
Debabrata Das, PMP
Saji V. Dasan, SSBB, PMP
Hemang S. Dave
Beverly E. Davis
Stephanie E. Dawson, PMP
Vipul Dekhtawala, PMP
Andrea Delle Piane, PMP
Marcel A. Derosier
Rosaria DeNova, PMP
Anand Devulapalli
Sham Dhage
Pankaj Dhasmana
Rajesh Dhuddu, PMP, MFM
Mihai Diaconescu, PMP
Liam P. Dillon
Jorge Dominguez, PMP
Anagha Donde, PMP
Hemanta K. Doloi, PhD
Lloyd Russell Duke, Jr.
Thomas R. (Randy) Dunson, MBA, PMP
Richard Egelstaff, MBA (Adv), PMP
Kenith W. Ehalt
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Srimal S. Ekkadu, PMP

Gregory Ellett
Michael E. Engel
Ruben D. Espinoza
Linda R. Finley, VP, CIO
Daniela Medeiros Firmono
Klaus Fremmelev, PMP
Arun Gajapathy, PMP
Mary M. Ganous
Cindy J. Genyk, MSCIT, PMP
Robert M Gerbrandt, CD, PMP
Edgar Gerke, PMP
Farrukh Ghaffar, PMP
Eyad Awni Ghosheh
Silvio H. Giraldo Gomez, CBCP, PMP
Robert Goodhand, PMP
Lata Gopinath, MS, PMP
Clifford G. Graham
Jeff Greenstreet, PMP
Keith Grindstaff, PMP
Daniel (Dana) Grove
Sirisha Gullapalli
Joanne Gumaer, PMP
Pooja Gupta
Ravi S Gupta, PMP
Brooke Hairston, MBA, PMP
Carl G Halford, MAPM, PCIRM
Cheryl L. Harris-Barney, MPM
Michael P. Hatheway, PMP
Graham S. Heap
Megan Heath
Hoon Hoon Heng, PMP
Sebuliba Herman
Celestine Hicks, PMP
Alan Chi Keung Ho
Eberhard Hoffmann, PMP
Roderick Holland, MBA, PMP
Stephen Martin Holland
Ahmed Hussein Aly, MBA, PMP
Michael Idoko, PMP
Anshoom Jain, MBA, PMP
Pawan Jalan, CPA, PMP
Chandrasekaran Jayaraman, PMP
Michelle Jehsus, PMP
M. Aamir Jelani
Raj Kumar Jhajharia, PMP
Lori Johnson, PMP
Gerard Joseph, MBA, PMP
Aadham Junaidallah, PMP, CISA
Alex Kangoun
Faisal Karim, PMP
Muruganand Karthikeyan, PMP
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Kesava Reddy Kasireddy

Ramakrishna Kavirayani, PMP
Sahin Kaya, PMP
Gaurish Kerkar, PGDIM, PMP
Dilip Khadilkar, PMP
Moiz A. Khan, CISSP
Muhamman Kamran Khan
Manoj Khanna
Daniel Kim
Christopher C. King, PMP
Alan Ko, MBA, PMP
Takanoubu Kohinata
Sitarama Kota, M.Tech, PMP
Mahesh Krishnamoorthy, MBA, PMP
Raghuraman Krishnamurth
Ramesh Kulandaivel, MBA, PMP
Saravana Bhavan Kulandaivel
S. Adarsh Kumar, PMP
Mohan Kumar, MS, PMP
Prashant Kumar, PMP
Polisetty V.S. Kumar, CISSP, PMP
S. Suresh Kumar
Karthikeyan Kumaraguru, MS, PMP
Daniel G. Kushnir, MSc, PMP
Carla Lee, PMP
Craig Letavec, MSPM, PMP
Carol Ann Levis, PMP
Su-Che (David) Liao
Harshavardhan Limaye, CPIM, PMP
Sajith Madapatu, CSSMBB, PMP
Krishna Malladi, CSQE, PMP
Suresh S. Malladi, PMP
Manz Joachim, PhD, PMP
M. L. Marchwinski, MBA
Pietro Marini, PMP
Photoula Markou-Voskou, PMP
Lou Marks, PMP
Sucharitha R. Maroju, M.Tech, PMP
Andrew L. Marshall
Nancy J. Mather, PMP
Andrew McKnight, PMP
Jorge L. Mejia
Joanne Miles
Kimberlee Miller, MBA, PMP
Muhammad Aslam Mirza, MBA, PMP
Gaurav Mittal, BTech, PMP
Marcos Alberto Mochinski, PMP
Lori Monkaba
Alan F. Moore, MBA, PMP
Rajesh More
Chiara Moroni, PMP
Aaron Morrison
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Chenoa Moss, MS ISE, PMP

Brenda M. Moten, MAOM, PMP
Anil Mudigal, PMP
Mustafa A. Mukhtar, CCE
Suman Munshi, PGDCA, MBA IT
Anand Murali
Subramanian N, PMP
Sainath Nagarajan, MISM, PMP
Jagadish Nagendra, PMP
Biju Nair, PMP
Hari Krishna Nallure, MBA
Alexandre B. Nascimento, MBA, PMP
Abanis Nayak
Beth Negash, MPM, PMP
Paul Nordick, MBA, PMP
Michael OConnor, MS, PMP
Gethsemani Palacios, PMP
Marisa F. Paladino
Timothy J. Papich MS, PMP
Bobby K. Paramasivam, BSMechEng, PMP
Vikram Paramasivan MBA, PMP
Kandarp Patel
Mridul Paul, MS, PMP
Randy L. Peeler, PMP
Ken Perry, MBA, PMP
Sitarama Chakravarthy Peruvel, MS, PMP
See Hua Phang
Paul M. Pond, MBA, PMP
Indira Prasad
Thomas J. Price, PE, PMP
Diana Prkacin
Claude Prudente, PMP
Rajwardhan Purohit, PMP, ITIL
Alison Rabelo, PMP
Angela Ragin
Angela Rahman, MS, PMP
Pathma Raj, MBA, PMP
Noshaba Raja
Aditya Rajguru, PMP
Krishna Ramaiah, PMP
Sameer Ramchandani, PMP
Houri Ramo, MS
Richard G. Ranney, MBA, PMP
Amburkar Ellappa Rao, MTech, PMP
Mahendra Singh Rathore, CISA, PMP
James P. Reid, MSc, MBA
Igor Reznik
Robert Rider, PMP
Rick Ringold, MBA, PMP
Pradyot Sahu
Anne Marie M. Saint Felix, PMP
Muhammad Salman Abid
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Stanley Samuel, MBA, PMP

Sathyam Sankaran, PMP
Uthaya Prakash Santhanam
Udayan Sathe, MBA. PMP
Mamta Saxena, MBA, PMP
Terry A. Schmidt, PE, PMP
Ronald G. Schroll, MEd, PMP
John Schmitt, CSSMBB, PMP
Tufan Sevim
N. K. Senthilkumar, PMP
Viresh Shah
Sanina Shen, CISSP, PMP
Syed A. Sherazi (Hassan)
Ganesh Vinayak Shevade
Danny Shields, MS
Nancy (Nikki) A. Shields
Subrina Mei-Jing Shih, CPIM, PMP
Jayant Sinha, MBA, PMP
Rachanee Singprasong, MComm, PMP
Amandeep Singh, MCA, PMP
Subbakaran Singh, MBA, PMP
Atul Sinha, PMP
Som N. Sinha, MBA,PMP
Bhuvaneswari Sivasubramanian
Zdzislaw S. Slawacki, MBA, PMP
Penny Smith, PMP
Michael J. Smith, PMP
Stephanie Snyder, PMP
Jason Lee Sneed
Sadanand Sonar, PMP
Lakshminarasimhan Srinivasan, MBA(Fin), PMP
Das Subhra
S. S.Venkata Subramanian, CISI, PMP
Gavin T. Sudhakar, CSSBB, PMP
Stuart Summerville
George Sunil
Lata Suresh
Biju G. Syamata
Mahta Taghizadeh, MSc
Kiran K Talasila, MBA, PMP
Terry Tanner, MScPM, PMP
Muhammad Tariq, SE, MBA
Sandhya Tayal, PMP
Mei-Hui, Teng, MSc, PMP
Lee Tian
Lee Towe, MBA, PMP
Melissa Ann Townshend, PMP
Savyasachi Tumkur, PMP
Anupam Upadhyay
Reddy Urimindi, PhD, PMP
Marianne Utendorf
Rajesh Vaidyanathan, PMP
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Narayanan Veeriah, CFA, PMP

Swapna Veldanda
Sreedhar Vellamena, PMP
Sriram Venugopal, PMP
Michael Villani
Ramesh Vinakota
Vipin K. Viswan
Jyoti Wadhwa, MS
Andrew D. Warrender, MAPM, PMP
Kevin R. Wegryn, CPM, PMP
Greg Wilde, MS, PMP
Richard Earl Williams
Nancy L. Wirtz
Albert Mun On Wong
Lai Chi Wong, PMP
Tonya Woods, PMP
Michael A. Wright, Sr., CBA, PMP
Zhen Ning Wu, PMP
Kyle Xie, MSc, PMP
Rambabu (Bobby) Yarlagadda, MBA, PMP
Lijun Yi, MBA, PMP
Zoubair Zachri
Shakir Zuberi, MBA, PMP

C4. Final Exposure Draft Reviewers and Contributors

In addition to team members, the following individuals provided recommendations for improving
the Project Manager Competency Development FrameworkSecond Edition:
Terry Andersen
Jennifer J. Atkinson, PMP
J. Chris Boyd, PMP
Patti Campbell, PMP
Frank Cox, MS, PMP
Wanda Curlee, PgMP, PMP
Edgardo J. Fitzpatrick, PMP
Robert G. Gagne, PMP
Alcides A. Gimenes, PMP
Leo A Giulianetti, PMP
Roy C. Greenia, PMP
Richard E. Hasz
George Hopman, PhD, PE
George Jackelen, PMP
Dorothy L. Kangas, PMP
Ramakrishna Kavirayani, PMP
Robert Bruce Kelsey, PhD
Ir Hj A Khairiri A Ghani, ASEAN Eng, Int. PE
JoAnn W. Klinedinst, PMP, FHIMSS
Timothy A. MacFadyen, MBA, PMP
Crispin Kik Piney, BSc, PMP
Paul Sanghera, PhD, PMP
K. S. Subrahmanyam, PMP
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David J. Violette, MPM, PMP

Hao Wang, PhD, PMP
Jeffrey William White
Rebecca A. Winston, Esq

C5. PMI Project Management Standards Program Member Advisory Group

The following individuals served as members of the PMI Standards Program Member Advisory Group
during development of the Project Manager Competency Development FrameworkSecond Edition:
Julia M. Bednar, PMP
Douglas Clark
Terry Cooke-Davies, PhD, BA
Carol Holliday, PMP
Thomas Kurihara
Debbie OBray
Asbjorn Rolstadas, PhD, Ing
David Ross, PMP
Cynthia Stackpole, PMP
Bobbye Underwood, PMP
David J. Violette, MPM, PMP

C6. PMI Staff

Special mention is due to the following employees of PMI:
Steve Fahrenkrog, PMP, Director, Knowledge Delivery Group
Dan Goldfischer, Editor-in-Chief
Ruth Anne Guerrero, PMP, former Standards Manager
Donn Greenberg, Manager, Publications
M. Elaine Lazar, Standards Project Specialist
John T. Roecker, EdD, Career Framework Manager
Roberta Storer, Product Editor
Kristin L. Vitello, Standards Project Specialist
Barbara Walsh, Publications Planner
Nan Wolfslayer, Standards Project Specialist

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References

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Roecker, J.T. 2005. PMIs Career Framework: The case for a project manager path. Newtown Square, PA:
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Glossary
This glossary includes terms that are used in the PMCD Framework. These terms are not unique to project manager
competence, but may be used differently or with a narrower meaning than that of general everyday usage.
Ability. The quality of being able to do something; the physical, mental, financial, or legal power to perform; a natural
or acquired skill or talent.
Accept. The act of formally receiving or acknowledging something and regarding it as being true, sound, suitable,
or complete.
Acceptance. See accept
Activity. A component of work performed during the course of a project.
Assumptions. Assumptions are factors that, for planning purposes, are considered to be true, real, or certain without
proof or demonstration. Assumptions affect all aspects of project planning, and are part of the progressive
elaboration of the project. Project teams frequently identify, document, and validate assumptions as part of
their planning process. Assumptions generally involve a degree of risk.
Attitudes. Relatively lasting feelings, beliefs, and behavior tendencies directed toward specific persons, groups,
ideas, issues, or objects. They are often described in terms of three components: (a) an affective component,or
the feelings, sentiments, moods, and emotions about some person, idea, event, or object; (b) a cognitive
component or the beliefs, opinions, knowledge, or information held by the individual; and (c) a behavioral
component or the intention and predisposition to act.
Baseline. The approved time phased plan (for a project, a work breakdown structure component, a work package,
or a schedule activity), plus or minus approved project scope, cost, schedule, and technical changes. Generally
refers to the current baseline, but may refer to the original or some other baseline. Usually used with a modifier
(e.g., cost baseline, schedule baseline, performance measurement baseline, technical baseline).
Behavior. The manner in which an individual acts or conducts oneself under specified circumstances.
Capability. A specific organization project management maturity (OPM3) competency that must exist in order for
an organization to execute project management processes and deliver project management services and
products. Capabilities are incremental steps leading up to one or more Best Practices.
Change Control. Identifying, documenting, approving or rejecting, and controlling changes to the project baseline.
Change Control Board (CCB). A formally constituted group of stakeholders responsible for reviewing, evaluating,
approving, delaying, or rejecting changes to the project, with all decisions and recommendations being recorded.
Change Request. Requests to expand or reduce the project scope, modify policies, processes, plans, or procedures,
modify costs or budgets, or revise schedules. Requests for a change can be direct or indirect, externally or
internally initiated, and legally or contractually mandated or optional. Only formally documented requested
changes are processed and only approved change requests are implemented.
Communication. A process through which information is exchanged among persons using a common system of
symbols, signs, or behaviors.
Communication Management Plan [Output/Input]. The document that describes: the communications needs and
expectations for the project; how and in what format information will be communicated; when and where each
communication will be made; and who is responsible for providing each type of communication. A communication
management plan can be formal or informal, highly detailed or broadly framed, based on the requirements of
the project stakeholders. The communication management plan is contained in, or is a subsidiary plan of, the
project management plan.
Competence. A cluster of related knowledge, attitudes, skills, and other personal characteristics that affects a major
part of ones job (i.e., one or more key roles or responsibilities), correlates with performance on the job, can
be measured against well-accepted standards, and can be improved by means of training and development.
Major components of competencies include:
Abilities
Attitudes
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Behavior
Knowledge
Personality
Skills
Major dimensions of competency include Knowledge Competence, Personal Competence, and Performance
Competence.
See also Knowledge Competence, Personal Competence, and Performance Competence
Competence Baseline. An initial assessment of the individual compared to the personal Knowledge, Performance,
and Personal Competencies as described in the PMCD Framework.
Competence Development Plan. A plan that prescribes activities to be undertaken by the project manager that are
necessary to achieve the learning required after an assessment is performed to determine the competence gap.
Competence Dimensions. A multidimensional framework that breaks competency into dimensions of Knowledge,
Performance and Personal Competencies.
Competence Gap. The difference between the desired level of competence within a given dimension and the level
of competence assessed for an individual. It is the gaps in ones competence that an individual aims to
improve through individual development.
Competency. See Competence
Cost Management Plan [Output/Input]. The document that sets out the format and establishes the activities and
criteria for planning, structuring, and controlling the project costs. A cost management plan can be formal or
informal, highly detailed or broadly framed, based on the requirements of the project stakeholders. The cost
management plan is contained in, or is a subsidiary plan, of the project management plan.
Document. A medium and the information recorded thereon, that generally has permanence and can be read by
a person or a machine. Examples include project management plans, specifications, procedures, studies,
and manuals.
Effective Performance. An intended or expected accomplishment.
Elements of Competence. The basic building blocks of a Unit of Competence. They describe, in output terms, actions
or outcomes, which are demonstrable and assessable.
Emotional Intelligence. Describes an ability, capacity, or skill to perceive, assess, and manage the emotions of
ones self, of others, and of groups.
Feedback. A reaction or response to a particular process or activity.
Integrated Change Control [Process]. The process of reviewing all change requests, approving changes and controlling
changes to deliverables and organizational process assets.
Knowledge. Knowing something with the familiarity gained through experience, education, observation, or investigation,
it is understanding a process, practice, or technique, or how to use a tool.
Knowledge Competence. The knowledge and understanding that a project manager brings to a project. This can include
qualifications and experience, both direct and related. These are the knowledge components of competence.
Lessons Learned [Output/Input]. The learning gained from the process of performing the project. Lessons learned
may be identified at any point. Also considered a project record, to be included in the lessons learned
knowledge base.
Organizational Process Assets [Output/Input]. Any or all process related assets, from any or all of the organizations
involved in the project that are or can be used to influence the projects success. These process assets
include formal and informal plans, policies, procedures, and guidelines. The process assets also include the
organizations knowledge bases such as lessons learned and historical information.
Outcome. The tangible or intangible result of applying a capability.
Performance Criteria. An integrated list of aspects of performance that would be regarded as displaying competent
performance during a project in an element of competence.
Performance Competence. What the project manager is able to do or accomplish by applying project management
knowledge. This competency dimension looks at the demonstrable performance of the individual in carrying
out project management tasks, and focuses on the project outcomes grouped in five units: Initiating, Planning,
Executing, Monitoring and Controlling, and Closing a Project.
Personality. A unique organization of a relatively stable set of characteristics, tendencies, and temperaments that
define an individual and determine that persons interaction with the environment.
Personal Competence. The core personality characteristics underlying a persons capability to do a project. These
are the behavior, motives, traits, attitudes, and self-concepts that enable a person to successfully manage
a project, grouped into six units: communicating, leading, managing, cognitive ability, effectiveness, and
professionalism.

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Procurement Management Plan. The document that describes how procurement processes from developing procurement documentation through contract closure will be managed.
Project Charter [Output/Input]. A document issued by the project initiator or sponsor that formally authorizes the
existence of a project, and provides the project manager with the authority to apply organizational resources
to project activities.
Project Management (PM). The application of knowledge, skills, tools, and techniques to project activities to meet
the project requirements.
Project Performance. A measure of the extent to which the project is carried out as planned in terms of objectives,
time and financial constraints, and organizational policies and procedures.
Project Schedule [Output/Input]. The planned dates for performing schedule activities and the planned dates for
meeting schedule milestones.
Project Success. A collective assessment by project stakeholders (e.g., client/customer, sponsor) of the degree to
which the project has achieved each of its objectives.
Quality Management Plan [Output/Input]. The quality management plan describes how the project management
team will implement the performing organizations quality policy. The quality management plan is a component
or a subsidiary plan of the project management plan. The quality management plan may be formal or informal,
highly detailed, or broadly framed, based on the requirements of the project.
Responsibility Assignment Matrix (RAM) [Tool]. A structure that relates the project organizational breakdown structure
to the work breakdown structure to help ensure that each component of the projects scope of work is assigned
to a responsible person/team
Risk Management Plan [Output/Input]. The document describing how project risk management will be structured
and performed on the project. It is contained in or is a subsidiary plan of the project management plan. The
risk management plan can be informal and broadly framed, or formal and highly detailed, based on the needs
of the project. Information in the risk management plan varies by application area and project size. The risk
management plan is different from the risk register that contains the list of project risks, the results of risk
analysis, and the risk responses.
Risk Mitigation [Technique]. A risk response planning technique associated with threats that seeks to reduce the
probability of occurrence or impact of a risk to below an acceptable threshold.
Risk Register [Output/Input]. The document containing the results of the qualitative risk analysis, quantitative risk
analysis, and risk response planning. The risk register details all identified risks, including description, category,
cause, probability of occurring, impact(s) on objectives, proposed responses, owners, and current status. The
risk register is a component of the project management plan.
Risk Response Planning [Process]. The process of developing options and actions to enhance opportunities and to
reduce threats to project objectives.
Seller. A provider or supplier of products, services, or results to an organization.
Skill. Ability to use knowledge, a developed aptitude, and/or a capability to effectively and readily execute or perform
an activity.
Staffing Management Plan [Output/Input]. The document that describes when and how human resource requirements
will be met. It is contained in, or is a subsidiary plan of, the project management plan. The staffing management
plan can be informal and broadly framed, or formal and highly detailed, based on the needs of the project.
Information in the staffing management plan varies by application area and project size.
Stakeholder. Person or organization (e.g., customer, sponsor, performing organization or the public) that is actively
involved in the project, or whose interests may be positively or negatively affected by execution or completion
of the project. A stakeholder may also exert influence over the project and its deliverables.
Style. A set of skills, attributes, or characteristics of a person; the concept refers to a frequent pattern of what is
said, done, expressed, or performed by a person demonstrating ones values. It encompasses the modes or
patterns of behavior that people exhibit in approaching their work and interacting with others.
Subject Matter Expert (SME). A person, usually an accomplished performer, who knows the knowledge, performance,
and personal competence required for a given Unit of Competence.
360 Feedback. The type of feedback in which project team members, project sponsors, and other stakeholders are
surveyed anonymously in regard to the project managers performance. This can be used to assess baseline
competence in order to complete a competence gap analysis and create a development or training plan.
Types of Evidence. Specific documented proof that Performance Criteria are achieved or expected action has been
completed; these form the basis upon which competence can be assessed.
Unit of Competence. A major segment of overall competency, typically representing a major function.
Work Breakdown Structure (WBS) [Output/Input]. A deliverable-oriented hierarchical decomposition of the work to
be executed by the project team to accomplish the project objectives and create the required deliverables. It
organizes and defines the total scope of the project. Each descending level represents an increasingly detailed
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definition of the project work. The WBS is decomposed into work packages. The deliverable orientation of the
hierarchy includes both internal and external deliverables.
Work Breakdown Structure Dictionary [Output/Input]. A document that describes each component in the work
breakdown structure (WBS). For each WBS component, the WBS dictionary includes a brief definition of the
scope or statement of work, defined deliverable(s), a list of associated activities, and a list of milestones.
Other information may include: responsible organization, start and end dates, resources required, an estimate
of cost, charge number, contract information, quality requirements, and technical references to facilitate
performance of the work.

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A
ability ...................................................................................................................... 2, 23, 28-29, 32, 41, 73-75
accept...........................................................................................................................................................73
acceptance documentation .............................................................................................................................18
accountability ................................................................................................................................................29
activity ........................................ 2, 6, 10, 14-15, 17, 19, 21-22, 24, 29-30, 34-36, 39-40, 42, 45-47, 62, 73-76
advisor .........................................................................................................................................................6-7
alignment .................................................................................................................... 1, 4-5, 12, 36, 45, 49-51
application..............................................................................................................................1-2, 6, 32, 40, 75
appropriate............................................................................. 3, 5, 10, 20, 23-24, 26-35, 38, 40-42, 45, 52, 59
approved ....................................................................................................................13-17, 20, 31, 47, 56, 73
assessment ....................................................................... 1-5, 7, 9-10, 38-42, 45-46, 51, 53, 55, 71-72, 74-75
assessor ......................................................................................................................................24, 40-42, 46
assumptions............................................................................................................................................12, 73
attitudes ..................................................................................................................................2, 23, 32, 73-74
audience .................................................................................................................................................27, 40
audits ......................................................................................................................................................19-21

B
baseline ...................................................................................................................3, 7, 15, 20, 39-41, 73, 75
behavior ..............................................................................................1-3, 6-7, 23-24, 32, 36-37, 45, 52, 72-75
best practices....................................................................................................................................34, 52, 73
budget ...............................................................................................................................................13-14, 73
business case ...............................................................................................................................................13

C
capability............................................................................................................................7, 24, 40, 45, 73-75
CCB See change control board
change control ...................................................................................................................................16, 33, 73
change control board (CCB) ......................................................................................................................16, 73
change request.................................................................................................................. 19-20, 26, 35, 73-74
charter See project charter
closing a project ...............................................................................................................10, 22, 26-27, 50, 74
closure..............................................................................................................................................22, 56, 75
coaching........................................................................................................................................................45
cognitive ability .................................................................................................................24, 32-33, 50, 52, 74
communicating .................................................................................................................22-23, 26, 50, 52, 74
communication ............................................................................................................ 13, 15, 26-27, 32-34, 73
communications management plan .................................................................................................................13
competence................................................................. 1-7, 9, 24-25, 39-42, 45-46, 48-50, 52-53, 55, 58, 71-75
competence baseline .................................................................................................................................7, 74
competence development................................................................................................................3, 39-40, 48
competence development plan ................................................................................. 7, 39-40, 42, 46-48, 53, 74
competence gap .................................................................................................................................18, 74-75
competency ..............................................................................1, 6, 41, 46, 48-49, 51-53, 55, 58, 61-63, 69-75
competent ......................................................................................................2-3, 6, 10, 39, 41, 45, 48, 71, 74
complex ............................................................................................................................................32, 45, 55
compliance ..................................................................................................................................10, 19, 31, 51
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computer based training (CBT) ........................................................................................................................45

conference ..............................................................................................................................................31, 46
confidence...................................................................................................................................28, 35, 37, 45
configuration management .............................................................................................................................20
conflict .........................................................................................................................................30-31, 36, 76
consensus.....................................................................................................................................................34
constraints ..............................................................................................................................................12, 75
contingency ...................................................................................................................................................16
continuous improvement ..........................................................................................................................41, 53
contract administration...................................................................................................................................17
control See change control board (CCB), integrated change control,
corrective action ................................................................................................................................10, 20, 42
cost ................................................................................................................ 14, 16, 18, 45-47, 50, 72-74, 76
cost baseline See baseline
cost management plan.............................................................................................................................14, 74
cultural..........................................................................................................................................................37

D
dependencies ................................................................................................................................................14
design...............................................................................................................................................1, 5, 9, 34
developing competence ............................................................................................................1, 39, 41, 49, 58
dimensions of competence........................................................................................................... 1-3, 23, 50-51
document ....................................................4, 9-10, 13, 16, 19, 22-24, 27, 29, 32, 35, 37, 48-53, 58-59, 73-76
documentation............................................................................13-18, 20-22, 26-28, 30, 32, 34-36, 38, 41, 75

E
effective performance.........................................................................................................................55, 71, 74
effectiveness ..............................................................................................................24, 34-35, 50, 52, 71, 74
effort............................................................................................................................................13, 16, 40-41
elements of competence ..................................................................................................................3, 6, 55, 74
emotional intelligence ..............................................................................................................................32, 74
environment ...............................................................................................2, 24, 27-28, 32, 35, 37, 45, 48, 74
estimate.......................................................................................................................................13-14, 16, 76
ethical................................................................................................................................................24, 36-37
ethical standards ........................................................ 1-5, 9-10, 15, 19, 28, 31, 36-37, 49-51, 55-59, 70-73, 76
evidence............................................................................................................................2, 10, 24, 28, 41, 47
executing a project........................................................................................................................10, 18-19, 50
expectation................................................................................................ 12, 18, 26, 28, 30-31, 34, 41-42, 73
expert .............................................................................................................................27, 29, 31, 34, 56, 62

F
feedback ...............................................................................10, 13-18, 20-22, 26-32, 34-38, 41, 47, 49, 74-75
final acceptance ............................................................................................................................................22
formal ........................................................................................... 10, 15, 18, 26-28, 32, 42, 47, 56, 58, 73-75
framework ................................................................... 1-7, 9-10, 12, 26, 33, 38-42, 46-53, 55-59, 61-63, 69-74

G
gaps .............................................................................................................................7, 9, 18, 42, 46, 53, 74
goals............................................................................................................................................28-29, 36, 42
governance..............................................................................................................................................13, 18
group training ................................................................................................................................................45

H
holistic ....................................................................................................................................................32, 42
human resources (HR)..................................................................................................................18, 42, 50, 71

I
in-house training ............................................................................................................................................45
individual training...........................................................................................................................................45
informal................................................................................................................. 10, 26-28, 32, 40, 47, 73-75
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initiating a project .........................................................................................................................10, 12-13, 50

integrated change control .............................................................................................................16, 20, 37, 74

K
knowledge .............................................................................2-4, 9, 23, 29, 31-32, 34, 48-51, 55-56, 62, 70-75
Knowledge Competence .........................................................................................................................2, 5, 74

L
leading .................................................................................................................... 1, 23, 28-29, 50, 52, 73-74
lessons learned .....................................................................................................................15, 22, 32, 37, 74

M
managing .........................................................................................................7, 23, 30-31, 35, 50, 52, 71, 74
material.................................................................................................................................17, 19, 23, 30, 45
mentoring ..........................................................................................................................................29, 45, 47
metrics...................................................................................................................................15, 20-21, 31, 46
milestone ................................................................................................................................................18, 47
monitoring and controlling a project......................................................................................................10, 20-21

N
network ...................................................................................................................................................14, 72
networking...............................................................................................................................................29, 47

O
objectives...........................................................................................10, 12-13, 18, 23, 28, 32, 36, 40, 42, 75
on-the-job training ..........................................................................................................................................45
openness ......................................................................................................................................................28
opportunity ...................................................................................................................................33-35, 42, 75
organization chart ..........................................................................................................................................18
organizational process asset ........................................................................................................15, 17, 22, 74
outcome..........................................................................................................................10, 22, 33, 47, 51, 74

P
Performance Competence................................................................................................3, 9-23, 49, 51, 58, 74
performance criteria .................................................................................6-7, 9-22, 24, 26-42, 51-53, 55, 74-75
Performance Domain...................................................................................................................6, 9-10, 49, 51
performance measurement .........................................................................................................................9, 72
performance measurement baseline See baseline
performance report ........................................................................................................................................20
Personal Competence ...............................................................................2-3, 5, 7, 23-38, 41, 49, 51-52, 74-75
personality.....................................................................................................................................2, 23, 72, 74
planning a project .........................................................................................................................10, 14-17, 50
PMP examination specification.................................................................................................... 9-10, 49, 51-52
prescriptive....................................................................................................................................................24
processes ............................................................................................... 2-3, 15-16, 19, 22, 31, 47, 59, 73, 75
procurement ......................................................................................................................................17, 19, 75
procurement management plan.................................................................................................................17, 75
procurement plan...........................................................................................................................................17
professionalism ..........................................................................................................24, 36-38, 50, 52, 55, 74
project baseline .......................................................................................................................................17, 20
project charter ........................................................................................................................13, 32, 58-59, 75
project closure...............................................................................................................................................22
Project Management Professional .........................................................................................................2, 55, 72
project manager performance ..............................................................................................................1-2, 7, 55
project performance .......................................................................................................................................75
project plan ........................................................................................................... 12, 17-18, 20, 31-32, 46, 48
project procurement management .............................................................................................................17, 50
project quality management......................................................................................................................15, 50
project risk management ....................................................................................................................16, 50, 75
project schedule ..........................................................................................................................14, 32, 35, 75

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project scope.............................................................................................................10, 12, 14, 18, 31, 50, 73

project stakeholder .............................................................................10, 12-13, 16, 18, 22, 29, 32, 34, 36, 75
project success ......................................................................................................... 1, 9, 31-32, 50-51, 72, 75
project team ....................................................................15, 18, 21-24, 27-38, 40, 49-52, 55-59, 61-63, 69, 75
purpose.......................................................................................................1, 9, 12, 23, 26, 39, 49, 53, 55, 73

Q
quality ..............................................................................................15, 19-20, 27-28, 58-59, 62, 71, 73, 75-76
quality assurance (QA) ...................................................................................................................................19
quality management plan ...............................................................................................................................75

R
responsibilities ............................................................................................................................15, 28, 30, 73
responsibility assignment matrix (RAM) .....................................................................................................38, 75
rigor .........................................................................................................................................................40-42
risk ...............................................................................................................12, 16, 21, 29, 35, 40, 42, 73, 75
risk management plan........................................................................................................................16, 18, 75
risk mitigation....................................................................................................................................21, 35, 75
risk register ...........................................................................................................................12, 16, 21, 33, 75
risk response plan ...................................................................................................................................16, 21
risk response planning ...................................................................................................................................75
risk response strategies.................................................................................................................................21

S
self assessment ............................................................................................................................................42
seller ................................................................................................................................................19, 21, 75
SOW See statement of work (SOW)
sponsor.................................................................................................................... 2, 12-14, 17-18, 46-47, 75
staffing management plan ..............................................................................................................................75
stakeholder See project stakeholder
standards See ethical standards
statement of work (SOW)................................................................................................................................76
status ..................................................................................................................15, 18, 20, 31, 34-35, 38, 75
strategy.................................................................................................................................13, 16, 29, 36, 71
strengths.......................................................................................................................................7, 39, 42, 46
stress ...........................................................................................................................................................37
structure ........................................................................................................1, 5-7, 9-10, 23-25, 32, 50-51, 75
style..................................................................................................................................................50, 58, 75
subject matter expert (SME) .....................................................................................................................58, 75
success .................................................................................................................................29, 47, 71-72, 74

T
target audience............................................................................................................................ 1-2, 40, 50-51
task ...................................................................................................................... 14, 18-19, 30-31, 38, 59, 74
team See project team
team development .........................................................................................................................................15
team satisfaction ...........................................................................................................................................21
360 feedback.........................................................................................................................................41, 75
transitions ...............................................................................................................................................18, 22
trends ...............................................................................................................................................10, 20, 32
trust........................................................................................................................................................28, 37
types of evidence.................................................................................................. 6, 9-24, 26-38, 41, 51-52, 75

U
Unit of Competence ................................................... 6, 9-10, 12, 14, 18, 20, 22, 26, 28, 30, 32, 34, 36, 74-75

V
vision ............................................................................................................................................................29

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W
WBS See work breakdown structure (WBS)
work breakdown structure (WBS)..............................................................................................14, 45, 73, 75-76
work breakdown structure dictionary................................................................................................................76
workaround....................................................................................................................................................21

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