Biosciences Path for Development: Economic and Core Competency Analyses, March 2004

Report produced by Iowa Department of Economic Development

Competency Guide, 2006

On the Human Resource Management Roadmap (see page 7 of the State of Iowa Workforce Planning Guide, February 2006) there is a bar that crosses all four phases of human resource management. That section indicates that competencies are an integral part of the entire employment cycle. Competencies describe job requirements, which means they lay out the expectations for the job incumbent as well as the supervisor as they relate to planning for the job, recruiting and filling the job, developing the incumbent’s skills, assessing the incumbent’s performance, and finally, determining how those same competencies relate, if at all, to refilling the position when it becomes vacant in the future.

Capacity vs Competency

“Capacity” and “competency” are terms that are often used interchangeably. However, under Iowa law and specifically within the context of an individual’s rights to make his/ her own decisions, there is a very important difference between the two words. An understanding of the difference between “capacity” and “competency” (as explained on this fact sheet) is essential to determine whether an individual’s consent is valid.

Capacity vs. Competency, May 19, 2015

Explanation of difference between "capacity" and "competency". It is essential to determine whether an individual's consent is valid.

Capacity vs. Competency, May 30, 2013

Capacity and competence are terms often used interchangeably. Iowa law and specifically in the context of one's right to make decisions, the difference is very important. Explanation regarding the differences.