How can an organization take full advantage of the CPT?
One way is to tailor the competency information to the needs of the organization. For example, there may be competencies listed that do not pertain to certain job functions in the organization, so these may be removed. On the other hand, there may be specific competencies that aren’t listed which may be recommended or required for certain job functions. In this case, these would need to be added. The same holds true for developmental opportunities, which should be modified to reflect the needs and available resources of an organization.
