The TMA competency model online contain the components mentioned below of the TMA competency model

Starting from this point, you can compose competency profiles for your specific functions and adapt them to your own wishes.


1. General Competency description

The basis of Competency management is speaking and thinking in a common Competency language, to use the same definitions and to have a mutual understanding. In doing so, you know exactly what behavior to expect, which tasks need to be performed and what results can be expected.


2. Examples of behavior - specific and measurable
Within the TMA competency model you can choose the competencies you require for a position. After that, you specify the behavioral level you require for each Competency by choosing the relevant behavioral examples. You can add behavioral examples if you like. We recommend choosing between 3 and 7 examples per Competency. behavioral examples can be chosen at different levels (general, operational, strategic, tactical).


3. STAR-based interview questions
STAR-based interview questions that help you acquire reliable information about your candidates by asking for the relevant Situation, Task, Action and Result.


Boundaries, possibilities and development steps: 
There are a number of commonly applicable factors, which influence the degree to which someone can develop his or her competencies. By means of the TMA performance report these become available to you in an insightful manner.


5. Coaching suggestions:


`It is surprising how employees easily recognise themselves in the description that results from a TMA assessment,

Atos Origin

`Some employees experience it as a gift,'


Tthe candidates recognise themselves to a large extent in the report.


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