A quick legal and ethical note: The original Competence at Work book (published by Wiley) is copyrighted. While many "PDF" versions floating around are unofficial (and often low-quality scans), the value isn't just in the list—it's in the behavioral indicators (the "What does this look like in real life?").
You can find legal summaries and adapted versions of the Spencer & Spencer model via:
While the dictionary contains over 20 competencies, Spencer and Spencer identified 12 core competencies that predict success across most industries. If you download a Spencer and Spencer Competency Dictionary PDF, you will find detailed scales for these: Spencer And Spencer Competency Dictionary Pdf
The Spencer and Spencer Competency Dictionary (formally presented in Competence at Work: Models for Superior Performance, 1993) is one of the most cited and foundational taxonomies in human resources and industrial‑organizational psychology. Developed by Lyle M. Spencer Jr. and Signe M. Spencer, the dictionary emerged from decades of research at McBer & Company (founded by David McClelland).
Its primary purpose is to define competencies – underlying characteristics of a person that lead to superior job performance – in a behavioral, measurable way. A quick legal and ethical note: The original
In the fields of human resources, organizational development, and talent management, few models are as widely respected as the Spencer and Spencer Competency Dictionary. Developed by Lyle M. Spencer Jr. and Signe M. Spencer, this framework has become a cornerstone for defining, assessing, and developing workplace behaviors that lead to superior performance.
For professionals seeking to implement competency-based management, accessing the original Spencer and Spencer Competency Dictionary in PDF format is often a priority. This article explains what the dictionary contains, why it matters, and how to use it effectively. If you download a Spencer and Spencer Competency
Use the dictionary to assess current employees. Where are they on the "Developing Others" scale? If they score at Level 1 ("Gives basic instructions") but need Level 3 ("Plans formal training"), you have a clear development gap.