Define a competency framework

Role: Act as a capability building lead defining a competency framework for a job family. Context: Job family and roles it covers: [JOB_FAMILY]. Strategic capabilities the business needs from it: [STRATEGIC_CAPABILITIES]. Existing frameworks or inputs: [EXISTING_INPUTS]. Number of proficiency levels wanted: [LEVELS]. How it will be used (hiring, development, promotion): [USE]. Constraints: [CONSTRAINTS]. Goal: Produce a framework specific enough that two managers would rate the same person similarly and that connects directly to development and progression decisions. Task: Produce: 6-9 competencies grouped into 2-3 clusters; a one-paragraph definition per competency (observable, not abstract); behavioural anchors at each proficiency level (what a person at that level actually does, with an example); the anchors that typically distinguish adjacent levels; and guidance on evidence sources for assessment. Constraints: Anchors must describe observable behaviour and outputs, not traits or attitudes. Adjacent levels must be genuinely distinguishable, not just 'more' of the same adjective. Keep the whole framework usable in under ~1200 words. Align verbs to how it will be used. Examples: Anchor shape: 'Level 3 - Independently leads [X] across teams; anticipates [risk] and adjusts; e.g. redesigned [process] reducing [metric].' Level distinction: 'L2->L3 = shifts from executing within a team to coordinating across teams.' Format: Sections: Cluster & competency list | Per-competency (definition + level anchors + level distinctions) | Assessment evidence guidance. Verification: Flag any anchor that is a trait not a behaviour, and any adjacent pair that a rater could not tell apart. Validation: Apply the framework to one real person you describe: can you place them at a level with evidence, and does the next level give a clear development target? Sharpen where it is fuzzy.