Published: 22 September 2026
Last updated: 22 September 2026
Reviewed by / Author: Godwin Samuel, Founder and Publisher, DPSACircular.co.za
Introduction
When you read a South African government job advertisement, you will often see several different sections under the requirements for the post.
You might see a qualification requirement, relevant experience, knowledge, skills, competencies and other requirements.
Applicants often understand the qualification and experience sections first. The word “competencies” sometimes causes confusion.
For example, an advertisement might ask for competencies such as communication, planning and organising, problem solving, client orientation, leadership or strategic capability.
What do those words mean for you as an applicant?
The easiest way to understand them is to look at competencies as capabilities relevant to performing the work.
A qualification tells you about your formal education.
Experience tells you about previous work exposure.
Knowledge tells you what you are expected to understand.
A competency gives information about the capability or behaviour relevant to performing the job effectively.
The exact requirements differ between vacancies, so you should always read the competency section together with the complete official advertisement.
The distinction becomes especially important when you are deciding whether your background matches a vacancy.
Quick Answer
“Competencies” in a South African government job advertisement generally refers to capabilities and behaviours relevant to performing the duties of the advertised position.
Examples include:
- Communication
- Planning and organising
- Problem solving
- Client orientation
- People management
- Leadership
- Change management
- Strategic capability
- Programme and project management
- Policy development
- Information and knowledge management
The meaning depends on the vacancy.
A competency listed for an administrative position might differ from competencies listed for a senior management position.
The safest approach is to read the exact wording in the original government advertisement rather than assuming every vacancy uses competencies in the same way.
The Department of Public Service and Administration maintains a competency framework and competency-based assessment material for the Public Service, particularly in relation to the Senior Management Service. The DPSA’s current information includes a June 2026 update concerning implementation of competency-based assessments, training and development for SMS members.
What Does “Competencies” Mean?
A competency describes a capability relevant to performing work.
In simple terms, the department is giving you information about the type of capability it expects from someone performing the role.
Suppose a vacancy lists “planning and organising”.
The department is indicating that the position involves work where planning, organising activities, managing priorities or coordinating tasks matters.
Suppose another vacancy lists “communication”.
The requirement points towards the importance of communicating information effectively within the responsibilities of the post.
This is different from saying that “communication” is a qualification.
It is also different from saying that an applicant needs a certificate called “Communication Competency Certificate”.
You need to look at the complete advertisement before deciding what evidence the department expects.
Qualification, experience, knowledge and competency are different
One of the most useful ways to read a vacancy is to separate these requirements.
| Term in the advertisement | What the applicant should look for |
|---|---|
| Qualification | Formal education or training required for the post |
| Experience | Previous relevant work exposure |
| Knowledge | Areas of information, legislation, policies, procedures or technical matters you are expected to understand |
| Skill | An ability used to perform a particular task |
| Competency | A capability or behaviour relevant to performing the role |
| Duties | The work and responsibilities attached to the post |
These categories often appear close together in an advertisement.
That does not make them interchangeable.
For example, having a relevant qualification does not automatically mean you have every competency listed in the advertisement.
Likewise, having experience does not automatically mean you meet a separate qualification requirement.
Where You May See “Competencies” in a Government Vacancy
Government advertisements use different headings and formats.
You might see:
Competencies
The advertisement might list individual competencies such as communication, problem solving, planning and organising or client orientation.
Competencies Required
The department might use a heading such as “Competencies Required” and then provide a list.
Competencies Needed
Some advertisements use wording such as “Competencies needed”.
Skills and Competencies
A vacancy might combine skills and competencies under one section.
Person Profile
Some advertisements place competencies alongside knowledge, skills and other personal or professional requirements.
The wording differs between vacancies.
This is one reason you should avoid using a definition from one vacancy as though it automatically applies to another.
What Does This Mean for an Applicant?
This is where competencies become practical.
Imagine you open a government vacancy and see the following:
Qualification: An appropriate qualification at the required level.
Experience: Relevant administrative experience.
Competencies:
- Communication
- Planning and organising
- Problem solving
- Client orientation
A common mistake would be to focus almost entirely on the qualification.
When reviewing vacancy advertisements for DPSACircular.co.za, I look at these sections separately because they answer different questions.
The qualification tells you about the educational requirement.
The experience requirement tells you about previous work exposure.
The competency section tells you about capabilities relevant to the position.
Your next step should be to compare those requirements with your own background.
Ask yourself:
- Have I performed work involving these capabilities?
- Where in my previous employment did I use them?
- Do my responsibilities provide genuine examples?
- Does the vacancy separately require a qualification or specific experience?
- Does the advertisement require evidence such as registration, certification or another formal requirement?
This process gives you a more accurate picture than simply searching your CV for matching words.
A Practical Example of Reading Competencies
Consider a fictional Administrative Officer vacancy.
The advertisement states:
Qualification: Appropriate qualification at the required level.
Experience: Relevant administrative experience.
Competencies:
- Communication
- Planning and organising
- Problem solving
- Attention to detail
- Client orientation
Now consider an applicant who previously worked as an administrative assistant.
Their responsibilities included:
- Responding to telephone and email enquiries
- Preparing correspondence
- Maintaining administrative records
- Scheduling meetings
- Checking documents for missing information
- Assisting members of the public with administrative enquiries
Look at how the experience relates to the competency section.
Responding to enquiries provides a practical example of communication.
Scheduling meetings provides an example of planning and organising.
Checking documents provides an example related to attention to detail.
Dealing with incomplete administrative requests might provide an example of problem solving.
Assisting members of the public provides an example related to client orientation.
The applicant does not need to invent experience.
The connection already exists in the person’s genuine work history.
This is an important practical point when preparing a government job application.
You should explain your actual responsibilities clearly rather than inserting competency words into your CV without evidence.
What I Look For When Reviewing a Government Vacancy
When I review a government vacancy for DPSACircular.co.za, I do not look at the job title alone.
I work through the advertisement section by section.
For a vacancy containing competencies, I look at:
- The exact job title.
- The reference number.
- The department or government institution.
- The qualification requirement.
- The experience requirement.
- Knowledge requirements.
- Skills and competencies.
- Duties and responsibilities.
- Application instructions.
- Closing date.
- Any special conditions or additional requirements.
This matters because two vacancies with similar job titles might have different requirements.
For example, two Administrative Officer vacancies might both involve office administration, but one might involve financial administration while another focuses on records, client services or programme administration.
The competency section helps provide additional context about the capabilities associated with the particular post.
This is why I do not recommend treating a competency list as a generic checklist for every government vacancy.
How Competencies Relate to the Duties
One of the most useful ways to understand a competency is to compare it with the duties section.
Consider this simplified example:
Duty: Coordinate meetings and administrative activities.
Competency: Planning and organising.
The duty tells you what work the position involves.
The competency tells you about a capability relevant to performing that work.
Another example:
Duty: Respond to enquiries from stakeholders.
Competency: Communication.
Again, the two sections are related but different.
When you read the advertisement this way, the competency section becomes easier to understand.
You are no longer looking at isolated words.
You are looking at the relationship between the work and the capabilities needed to perform it.
How to Use Competencies When Preparing Your CV
You should not copy every competency from the advertisement into your CV.
Instead, review your genuine work history.
Suppose the advertisement lists “planning and organising”.
Your CV might already show relevant responsibilities such as:
“Coordinated meetings, maintained work schedules, prepared documentation and monitored administrative deadlines.”
That provides useful evidence of work involving planning and organisation.
Suppose the vacancy lists “communication”.
Your experience might include:
“Prepared correspondence, responded to stakeholder enquiries and communicated administrative information to internal and external stakeholders.”
Again, the evidence comes from your actual work.
The objective is not to make your CV look as though you copied the advertisement.
The objective is to present your genuine experience clearly enough for the recruiter to understand your previous responsibilities.
Never add duties, achievements or competencies you have not genuinely demonstrated.
How to Prepare for Questions About Competencies
Competencies also provide useful clues when preparing for an interview.
Suppose the advertisement lists problem solving.
Before an interview, think about a real situation where you faced a work-related problem.
Ask yourself:
- What happened?
- What responsibility did you have?
- What action did you take?
- What was the result?
- What did you learn?
The same approach works with communication, planning, teamwork, leadership and other competencies.
For example, if communication appears in the vacancy, prepare a genuine example involving communication.
If planning and organising appears, prepare an example involving competing tasks, deadlines or coordination.
If problem solving appears, prepare an example involving a work problem you helped resolve.
Do not memorise a fictional story.
Use a real example from your work, studies, volunteering or other relevant experience where appropriate.
The vacancy wording provides a useful starting point for preparation.
Common Misunderstandings
“Competency” means qualification
No.
A competency and a qualification serve different purposes.
A qualification refers to formal education or training.
A competency refers to a capability or behaviour relevant to performing the work.
Every competency requires a certificate
Not necessarily.
Whether you need formal evidence depends on the wording of the vacancy.
If the advertisement requires a qualification, professional registration, certificate or other formal credential, follow that requirement.
Do not assume that every competency listed in an advertisement represents a separate qualification.
Competencies are optional
You should not assume this.
If the advertisement includes competencies as part of its requirements, read them carefully.
They provide information about the capabilities associated with the position.
I have the qualification, so I automatically meet the competencies
Not necessarily.
A qualification demonstrates your formal educational background.
It does not automatically demonstrate every capability listed in a vacancy.
Your experience and previous responsibilities might provide relevant evidence.
I should copy the competency words into my CV
Copying the words alone does not demonstrate capability.
Your CV should accurately describe your responsibilities and experience.
Use relevant terminology where it truthfully describes your background, but support the description with genuine information.
Every government department uses the same competencies
No.
Requirements vary according to the position and the responsibilities involved.
The DPSA’s competency framework material also distinguishes generic managerial competencies from functional or technical competencies associated with specific jobs.
This distinction is particularly important when reading senior management material.
Competencies guarantee an interview
No.
A competency list does not guarantee shortlisting, an interview or appointment.
Recruitment decisions remain the responsibility of the department or institution advertising the position.
Competencies in Senior Management Positions
Competencies have a particularly formal role within the Senior Management Service.
The DPSA maintains a competency framework and competency-based assessment material for SMS members. The current DPSA page records a June 2026 implementation update covering competency-based assessments, training and development.
The DPSA’s Public Service Handbook also lists competency-based selection material under its Senior Management Service section.
The DPSA competency framework material explains that the framework focuses on generic managerial competencies for senior managers, while functional or technical competencies relate more specifically to particular jobs.
This means applicants should pay attention to the context in which the word “competency” appears.
A competency mentioned in a general administrative vacancy should not automatically be interpreted using the same framework as a formal SMS competency assessment.
The vacancy and applicable public service rules provide the relevant context.
How to Check the Official Requirement
Before applying, return to the original vacancy advertisement.
Check the following:
1. Find the exact vacancy
Confirm the department, job title and reference number.
2. Read the requirements
Look separately at qualifications, experience, knowledge, skills and competencies.
3. Read the duties
Check whether the listed competencies relate logically to the responsibilities.
4. Check special requirements
Look for professional registration, security requirements, driver’s licence requirements, certifications or other conditions.
5. Check the application method
Follow the instructions in the official advertisement.
6. Check the closing date
Do not rely on an old article or social media post when the original advertisement provides the current closing information.
7. Check amendments or withdrawals
If an advertisement has been amended or withdrawn, use the latest official information.
The DPSA provides Public Service information and maintains official policy and competency material. For a specific vacancy, applicants should also check the government department responsible for advertising the position.
The original vacancy advertisement should remain your final reference for the exact requirements of a particular post.
How DPSACircular.co.za Researches This Information
DPSACircular.co.za is an independent job information website.
When we explain government vacancy terminology, our starting point is the published government advertisement and the official public service material relevant to the subject.
For a competency-related article, our review process focuses on several questions.
First, what exact wording does the advertisement use?
Second, where does the competency appear in the vacancy?
Third, does the advertisement separately list qualifications, experience, knowledge or skills?
Fourth, do the competencies relate to the duties?
Fifth, does an official DPSA or departmental source provide additional context?
This process helps prevent a common content problem, where a website takes one phrase from a vacancy and gives it a broad definition without considering the rest of the advertisement.
For example, we would not tell an applicant that “communication” always requires a particular qualification.
We would first check how the term appears in the specific advertisement.
We also avoid presenting DPSACircular.co.za’s explanation as an official government interpretation.
Our role is to explain published information in practical language.
The department advertising the vacancy remains responsible for the recruitment process and the interpretation and application of its recruitment requirements.
What Experience Has Shown Us About Competency Questions
One recurring issue when explaining government vacancies is that applicants often read requirements as one long list.
A qualification appears.
Then experience.
Then competencies.
Because all the information sits under the same vacancy, applicants sometimes assume every item works in exactly the same way.
That is where careful reading helps.
When reviewing advertisements, I look at each section in context.
If the advertisement lists a qualification, I treat the qualification as a formal educational requirement.
If the advertisement lists experience, I look at the type and period of experience requested.
If the advertisement lists competencies, I look at the capabilities connected to the position.
If the advertisement lists a registration requirement, I treat registration separately.
This approach gives applicants a clearer way to decide whether they should proceed with an application.
It also reduces the risk of interpreting a word such as “competency” as though it were automatically a certificate or qualification.
A Simple Competency Check Before You Apply
Before submitting your application, ask yourself these questions:
- What competencies does the advertisement list?
- What duties are connected to those competencies?
- What previous experience do I have that relates to those capabilities?
- Can I describe that experience truthfully?
- Does the vacancy separately require a qualification?
- Does the vacancy separately require specific experience?
- Does the vacancy require registration or certification?
- Have I checked the original government advertisement?
- Have I checked for an amended or withdrawn advertisement?
- Am I following the department’s stated application process?
If you cannot answer one of these questions, return to the original advertisement before applying.
Important Things to Remember
When you see “competencies” in a South African government job advertisement:
- Do not automatically treat a competency as a qualification.
- Do not ignore the competency section.
- Read competencies alongside the duties.
- Compare the competencies with your genuine experience.
- Use real examples when preparing for interviews.
- Do not invent experience to match the vacancy.
- Check whether a formal qualification or certificate is separately required.
- Read the entire advertisement.
- Check the original government source.
- Check for amendments or withdrawals.
- Follow the application instructions provided by the responsible department.
- Do not assume the competency requirements from one vacancy apply to another.
Questions Applicants Often Ask
What does competency mean in a government job?
It refers to a capability or behaviour relevant to performing the advertised work.
Is competency the same as a skill?
The terms are related, but they are not always interchangeable.
A skill often refers to an ability used to perform a task. Competency has a broader meaning and might include the capability and behaviour required to perform work effectively.
The exact meaning depends on the context and wording of the vacancy.
Does a competency require a certificate?
Not automatically.
Check the exact vacancy wording. If the department separately requires a certificate, qualification or professional registration, follow that requirement.
Should competencies appear on my CV?
You should present relevant experience that truthfully demonstrates your capabilities.
You do not need to copy a competency list into your CV without supporting evidence.
How do I show communication competency?
Use genuine examples from your experience, such as preparing correspondence, dealing with enquiries, presenting information, writing reports or communicating with stakeholders, where those activities form part of your actual background.
How do I show planning and organising competency?
Describe genuine responsibilities involving scheduling, coordination, deadlines, prioritisation, administration or organising activities.
How do I show problem-solving competency?
Use a real example where you identified a work-related problem, took appropriate action and achieved an outcome.
Are competencies important for senior government positions?
Yes, competency-based assessment has a formal role within the Senior Management Service. The DPSA currently publishes competency framework and competency-based assessment material for SMS members.
Do competencies guarantee appointment?
No.
Competencies form part of the information associated with a vacancy, but meeting a listed competency does not guarantee shortlisting, interview selection or appointment.
Related Government Job Guides
You may also find these DPSACircular.co.za guides useful:
- Understanding NQF Levels in South African Government Job Applications
- What Does “Appropriate Qualification” Mean in Government Jobs?
- What Does “Equivalent Qualification” Mean in Government Vacancies?
- What Does “Relevant Experience” Mean in Government Job Advertisements?
- What Does “Knowledge of Relevant Legislation” Mean in Government Jobs?
- How Government Departments Shortlist Candidates
- How to Match Your Qualification With a Government Vacancy
- Understanding Government Job Requirements
- Government Job Application Checklist
- How to Read a DPSA Vacancy Advertisement
These guides address different parts of a government vacancy. You should still use the original advertisement when checking the requirements for a particular post.
Official Sources and Further Reading
Department of Public Service and Administration
The DPSA publishes information relating to public service policy, recruitment and competency frameworks.
DPSA Competency Framework
The DPSA’s competency framework page contains current information on competency-based assessments, training and development for members of the Senior Management Service. The page includes a 2026 implementation update.
DPSA Public Service Handbook
The DPSA Public Service Handbook provides public service policy and related material, including competency-based selection material for the Senior Management Service.
Final Takeaway
When you see “competencies” in a South African government job advertisement, do not treat the word as another name for a qualification.
Look at the competency in context.
Read the qualification requirement separately.
Read the experience requirement separately.
Read the duties.
Then ask yourself whether your genuine background provides evidence of the capabilities listed by the department.
For example, if a vacancy lists communication, planning and organising and problem solving, look at your previous responsibilities and identify genuine situations where you used those capabilities.
This approach gives you a more useful understanding of the vacancy than copying competency words into your application.
The most important rule is to check the original government advertisement. Requirements differ between posts, and the department or institution advertising the position is responsible for its recruitment process.
DPSACircular.co.za explains government vacancy information to help applicants understand what they are reading. It does not set government recruitment requirements or make recruitment decisions.
About the Author
Godwin Samuel is the Founder and Publisher of DPSACircular.co.za.
He has more than eight years of experience in employment research, recruitment guidance and job information publishing.
His work focuses on researching South African government vacancies and explaining qualifications, experience requirements, recruitment terminology, application procedures and public sector career information in practical language.
For vacancy guides and government job explainers, his editorial work focuses on checking the published advertisement, comparing key vacancy details, reviewing relevant official sources and explaining unfamiliar recruitment terminology without presenting DPSACircular.co.za as a government authority.
Readers who identify an error or outdated vacancy detail are encouraged to contact DPSACircular.co.za so the information can be reviewed and, where appropriate, corrected.
Important Independence Notice
DPSACircular.co.za is an independent South African job information website.
DPSACircular.co.za is not the official DPSA website and is not affiliated with, endorsed by or connected to the Department of Public Service and Administration, the South African Government or any government department.
We do not accept, process or decide government job applications.
We do not shortlist applicants, conduct government interviews or make appointment decisions.
All recruitment decisions remain with the relevant government department or institution.
For a specific vacancy, always check the original government advertisement and follow the application instructions provided by the department responsible for the post.
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