Competencies for Career Planning

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Would anyone be willing to share with me how their companies use competencies when matching employees to jobs?  Specifically:

• How many competencies do you use?
• Do you use proficiencies with each competency?
• How do employees search for a job by competency in your organization?  Do they look at top 3, all competencies?
• How do you provide consistency with competencies throughout the modules....Performance reviews, career planning , succession planning, etc.

I'd really appreciate your thoughts and feedback.  Thanks!