KOMPETENCES SOFT SKILLS
Official skills framework · effective 30/06/2026
HR reference document · version 2.0

A skill is described
by a visible behaviour
or it does not exist.

The official behavioural skills framework of KOMPETENCES SOFT SKILLS. 12 domains, 48 key skills and 3 levels of mastery, described through indicators that can be observed in real work situations.

The three levels of mastery
N1FoundationN1 certificate
N2AdvancedN2 certificate
N3ExpertN3 certificate
12skill domains
48key skills
3levels of mastery
14certifying programmes
KOMPETENCES SOFT SKILLS SAS · Conseil, formation digitale et présentielle pour l'Afrique francophone
Société par actions simplifiée au capital de 5 000 000 FCFA – RCCM Abidjan N° 03-2026-B16-00140.
Abidjan-Plateau, Immeuble XL, 6 et 7è étage, Avenue Crozet, en face du stade Félix Houphouët Boignykompetences.net
Our conviction
A behavioural skill can be proven. It is observed in the field, transferred from one person to another, and certified.
We apply that rule to every engagement. Official skills framework of KOMPETENCES SOFT SKILLS, version 2.0.
Sommaire

What this framework contains

About us04What this framework is for05How the framework is built06The 12 domains: overview07Levels of mastery and certification14Mapping to the catalogue15Contact details16

The 12 skill domains

D1Professional communication08D2Collaboration and teamwork08D3Management and leadership09D4Productivity and organisation09D5Problem solving and decision making10D6Critical thinking and creativity10D7Emotional and interpersonal intelligence11D8Adaptability and change management11D9Conflict management and difficult cooperation12D10Ethics and professional responsibility12D11Entrepreneurship and business creation13D12Digital maturity and artificial intelligence13
KOMPETENCES SOFT SKILLSSommaire03
About us

We turn interpersonal skills into measurable performance

KOMPETENCES SOFT SKILLS supports companies across French-speaking Africa: consulting, digital and in-person training. One single objective, behavioural skills that are observable, transferable and certifiable.

Why we exist

In French-speaking Africa, training passes on knowledge and technical know-how. Companies, however, also look for the behaviours that accelerate their performance. That gap is structural: training that stays theoretical, no certification an HR director can steer, platforms designed for other markets.

70 %

of employees in French-speaking Africa have never taken any soft skills training. Professional behaviours are still largely left to chance.

Three departments, one value chain

From diagnosis to mastery, a single point of contact. Each stage prepares the next and rests on a methodology of our own.

01
CONSULTING
Diagnosis & strategy

360° audit, roadmap and human capital management, powered by K-Impacts, our GDPR-compliant analysis platform.

K-Impacts platform
02
DECLICK
Skills development

Certifying programmes online, designed for Africa and accessible anywhere on the DECLICK DIGITAL platform.

K-HCBLM model
03
FACE2FACE
Mastery & network

In-person immersion anchors the practice. Sessions in African cities and an alumni network.

K-SPEM model

Four choices that change the outcome

01
A proprietary framework

12 domains, 48 skills across 3 levels. One standard to measure, track and compare.

02
Rooted in African practice

Cases, language and examples taken from the daily life of French-speaking African companies.

03
Certification HR can steer

Every programme produces a proof, usable in annual reviews.

04
A platform built for Africa

DECLICK DIGITAL accounts for local realities of connectivity and usage.

15target countries in French-speaking Africa
4proprietary methodologies
48certifiable skills
KOMPETENCES SOFT SKILLSAbout us04
Purpose

What this framework is for

It describes the behavioural skills expected in African professional environments and provides a common basis for HR departments, managers and executives.

What it makes possible

  • Structure the key skills expected for each role and each job family.
  • Steer continuous training in a consistent, measurable way.
  • Ground employee assessment and annual reviews in observable facts.
  • Connect talent development to operational performance.

A deliberate choice: critical soft skills only

The framework does not catalogue everything that exists. It keeps the skills that can be used directly in real work situations across French-speaking Africa.

Every skill in it is observable, assessable, certifiable and actionable. A skill that cannot be described through a visible behaviour is not included.

HR uses

What the framework equips you to do

  • Build training plans by role and by job family.
  • Design individual skills development paths.
  • Ground annual reviews in observable indicators.
  • Map a team's skills and identify the gaps.
  • Connect training, performance and career development.
  • Run internal certifications backed by digital badges.
KOMPETENCES SOFT SKILLSOfficial skills framework · v2.005
Structure

Five nested levels

From the broadest field down to the training programme that certifies it. Each level is read inside the next.

1
Skill domain

A broad behavioural field, coded D1 to D12.

2
Key skill

A specific ability within a domain, coded D1.C1, D1.C2 and so on.

3
Observable behavioural indicators

What the person actually does, and what can be observed on the job.

4
Level of mastery

Foundation (N1), Advanced (N2), Expert (N3).

5
Related programme and badge

The DECLICK or FACE2FACE programme that develops the skill and certifies it.

Why this coding

The codes D1, then D1.C1, make it possible to plug the framework into an existing HRIS or into the K-Impacts platform, and to track every skill individually, person by person. An annual review no longer covers "communication" but D1.C2, active listening and reformulation, at level N2.

How to read a domain sheet

The 12 sheets that follow give, for each domain: its purpose, its coded key skills, the training programmes that develop it, then the behavioural indicators expected at the three levels of mastery. Those indicators are the basis for assessment and certification.

KOMPETENCES SOFT SKILLSOfficial skills framework · v2.006
Overview

The 12 skill domains

These 12 domains cover the entire training catalogue. The detailed sheets follow, from D1 to D12.

CodeDomainPurpose
D1Professional communicationConvey, convince and engage with clarity in the multicultural and hierarchical contexts specific to African organisations.
D2Collaboration and teamworkCooperate effectively within diverse teams, share information and contribute to a common objective.
D3Management and leadershipSet a direction, mobilise a team and grow people, from the role of manager to that of leader in an African context.
D4Productivity and organisationOrganise one's work, manage time and priorities, and sustain performance over time.
D5Problem solving and decision makingAnalyse a situation, decide methodically and own the choices made, including in uncertain or constrained environments.
D6Critical thinking and creativityQuestion the obvious, produce new ideas and improve what already exists.
D7Emotional and interpersonal intelligenceUnderstand and regulate one's emotions, understand those of others and maintain healthy professional relationships.
D8Adaptability and change managementLearn continuously, adjust one's practices and support change in shifting environments.
D9Conflict management and difficult cooperationPrevent, defuse and resolve conflict, and restore cooperation after tension.
D10Ethics and professional responsibilityAct with integrity, own one's responsibilities and account for the impact of one's decisions on the organisation and on society.
D11Entrepreneurship and business creationAdopt an entrepreneurial and agile mindset, build a viable project or startup and raise the funding it needs.
D12Digital maturity and artificial intelligenceMaster the digital tools of modern work and use artificial intelligence in a relevant, critical and responsible way.
KOMPETENCES SOFT SKILLSOfficial skills framework · v2.007
D1

Professional communication

PurposeConvey, convince and engage with clarity in the multicultural and hierarchical contexts specific to African organisations.
Key skills
  • D1.C1 — Clarity and message structure
  • D1.C2 — Active listening and reformulation
  • D1.C3 — Public speaking and impact
  • D1.C4 — Professional written communication
Related programmes
  • Communication
N1 · Foundation
  • Structures a simple message with an identifiable objective.
  • Reformulates an instruction to check understanding.
  • Presents an idea to a small group without visual aids.
N2 · Advanced
  • Adapts the message to the audience, the channel and the level of seniority.
  • Leads an exchange while handling interruptions and tension.
  • Writes a clear, usable report or memo.
N3 · Expert
  • Communicates a vision and rallies people around a message in high-stakes situations.
  • Trains peers in communication techniques and corrects their blind spots.
  • Represents the organisation externally and speaks for it consistently.
D2

Collaboration and teamwork

PurposeCooperate effectively within diverse teams, share information and contribute to a common objective.
Key skills
  • D2.C1 — Cooperation and mutual support
  • D2.C2 — Information sharing
  • D2.C3 — Contribution to a collective objective
  • D2.C4 — Managing interfaces and stakeholders
Related programmes
  • Collaboration & leadership
N1 · Foundation
  • Delivers their share of the work in a collective project.
  • Shares the information their team needs.
  • Asks for help and offers it when needed.
N2 · Advanced
  • Coordinates their tasks with others and anticipates dependencies.
  • Facilitates the flow of information between departments.
  • Defuses everyday friction within a team.
N3 · Expert
  • Creates the conditions for cooperation in a cross-functional or multi-site team.
  • Aligns stakeholders with conflicting interests on a common objective.
  • Embeds a culture of mutual support that outlasts their presence.
KOMPETENCES SOFT SKILLSDomain sheets · D1 – D208
D3

Management and leadership

PurposeSet a direction, mobilise a team and grow people, from the role of manager to that of leader in an African context.
Key skills
  • D3.C1 — Vision and direction
  • D3.C2 — Team facilitation and mobilisation
  • D3.C3 — Performance management
  • D3.C4 — Developing team members
  • D3.C5 — Leadership posture
Related programmes
  • Leadership in an African context — from Manager to Leader
  • Collaboration & leadership
N1 · Foundation
  • Sets simple, measurable objectives for their team.
  • Tracks progress and gives factual feedback.
  • Runs a short, useful team meeting.
N2 · Advanced
  • Sets a clear direction and connects it to each person's daily work.
  • Mobilises a team in a climate of trust and accountability.
  • Supports the skills development of their team members.
N3 · Expert
  • Embodies a vision and turns it into consistent decisions over time.
  • Develops other leaders and delegates real responsibility.
  • Holds the course and team cohesion through uncertainty or crisis.
D4

Productivity and organisation

PurposeOrganise one's work, manage time and priorities, and sustain performance over time.
Key skills
  • D4.C1 — Personal organisation
  • D4.C2 — Priority management
  • D4.C3 — Managing time and interruptions
  • D4.C4 — Sustainable performance and mental load
Related programmes
  • Time management & productivity
N1 · Foundation
  • Plans their tasks across the day and the week.
  • Tells the urgent from the important in simple cases.
  • Meets the short deadlines they are given.
N2 · Advanced
  • Prioritises by value and impact, not by urgency alone.
  • Protects blocks of focused work despite interruptions.
  • Manages their workload and adjusts their pace to last.
N3 · Expert
  • Optimises the organisation of a team or a department.
  • Designs working methods that others adopt.
  • Sustains collective performance without causing burnout.
KOMPETENCES SOFT SKILLSDomain sheets · D3 – D409
D5

Problem solving and decision making

PurposeAnalyse a situation, decide methodically and own the choices made, including in uncertain or constrained environments.
Key skills
  • D5.C1 — Analysis and diagnosis
  • D5.C2 — Generating and assessing options
  • D5.C3 — Decision making
  • D5.C4 — Implementation and follow-up
Related programmes
  • Problem solving
N1 · Foundation
  • Describes a problem in factual terms.
  • Identifies at least two possible options.
  • Applies a decision made by someone else and reports on it.
N2 · Advanced
  • Traces the real causes of a problem, not only its symptoms.
  • Compares options against explicit criteria.
  • Decides within their remit and owns the consequences.
N3 · Expert
  • Handles complex problems with multiple, uncertain variables.
  • Arbitrates under time pressure and with incomplete information.
  • Passes on a decision-making method and embeds it in the team.
D6

Critical thinking and creativity

PurposeQuestion the obvious, produce new ideas and improve what already exists.
Key skills
  • D6.C1 — Critical thinking and reasoning
  • D6.C2 — Applied creativity
  • D6.C3 — Innovation and continuous improvement
Related programmes
  • Critical thinking & creativity
N1 · Foundation
  • Checks a piece of information before using it.
  • Suggests an improvement idea for their own role.
  • Spots a simple inconsistency in a line of reasoning.
N2 · Advanced
  • Questions the assumptions behind a project and identifies biases.
  • Generates several solutions to a single problem.
  • Improves an existing process and measures the gain.
N3 · Expert
  • Assesses the soundness of a complex argument and challenges it.
  • Facilitates an ideation process and surfaces breakthrough solutions.
  • Spreads a culture of innovation and continuous improvement across the organisation.
KOMPETENCES SOFT SKILLSDomain sheets · D5 – D610
D7

Emotional and interpersonal intelligence

PurposeUnderstand and regulate one's emotions, understand those of others and maintain healthy professional relationships.
Key skills
  • D7.C1 — Self-awareness
  • D7.C2 — Emotional regulation and stress management
  • D7.C3 — Empathy and reading others
  • D7.C4 — Quality of the professional relationship
Related programmes
  • Emotional intelligence
N1 · Foundation
  • Identifies their own emotions in a work situation.
  • Keeps a professional attitude when faced with a minor setback.
  • Recognises the visible emotional state of another person.
N2 · Advanced
  • Regulates their reactions under pressure without denying them.
  • Adapts the relationship to the other person's state.
  • Maintains constructive working relationships over time.
N3 · Expert
  • Stays clear-headed and steady in emotionally charged situations.
  • Creates psychological safety within their team or organisation.
  • Supports others in managing their own emotions.
D8

Adaptability and change management

PurposeLearn continuously, adjust one's practices and support change in shifting environments.
Key skills
  • D8.C1 — Individual adaptability
  • D8.C2 — Continuous learning
  • D8.C3 — Supporting change
  • D8.C4 — Professional resilience
Related programmes
  • Adaptability & change management
N1 · Foundation
  • Accepts a change of instruction and adjusts their work.
  • Acquires a new skill when asked to.
  • Keeps composure when facing a routine surprise.
N2 · Advanced
  • Anticipates change and prepares their own adjustments.
  • Learns autonomously and applies what they learn.
  • Helps colleagues get through a change.
N3 · Expert
  • Leads a change and lifts resistance methodically.
  • Embeds a learning culture within their scope.
  • Bounces back from failure and turns it into collective learning.
KOMPETENCES SOFT SKILLSDomain sheets · D7 – D811
D9

Conflict management and difficult cooperation

PurposePrevent, defuse and resolve conflict, and restore cooperation after tension.
Key skills
  • D9.C1 — Conflict prevention
  • D9.C2 — De-escalation and mediation
  • D9.C3 — Negotiation and reaching agreement
  • D9.C4 — Restoring the relationship
Related programmes
  • Conflict management
N1 · Foundation
  • Spots the signs of emerging tension.
  • Voices disagreement without aggression.
  • Calls on a third party when the situation is beyond them.
N2 · Advanced
  • Defuses an interpersonal conflict within their team.
  • Steers a discussion towards an agreement acceptable to both sides.
  • Separates the problem from the person in a dispute.
N3 · Expert
  • Mediates a conflict between third parties or between teams.
  • Negotiates a lasting agreement in a high-stakes situation.
  • Rebuilds cooperation and trust after a crisis.
D10

Ethics and professional responsibility

PurposeAct with integrity, own one's responsibilities and account for the impact of one's decisions on the organisation and on society.
Key skills
  • D10.C1 — Integrity and professional ethics
  • D10.C2 — Responsibility and accountability
  • D10.C3 — Compliance and preventing misconduct
  • D10.C4 — Social responsibility
Related programmes
  • Ethics & responsibility
N1 · Foundation
  • Complies with the rules and the commitments made.
  • Acknowledges a mistake and reports it.
  • Tells a compliant situation from a questionable one.
N2 · Advanced
  • Holds to an ethical decision even when it is costly.
  • Accounts for their actions transparently.
  • Flags a breach and proposes a correction.
N3 · Expert
  • Settles an ethical dilemma and makes the criteria explicit.
  • Establishes rules of conduct and ensures they are applied.
  • Factors social and environmental impact into their decisions.
KOMPETENCES SOFT SKILLSDomain sheets · D9 – D1012
D11

Entrepreneurship and business creation

PurposeAdopt an entrepreneurial and agile mindset, build a viable project or startup and raise the funding it needs.
Key skills
  • D11.C1 — Entrepreneurial and agile mindset
  • D11.C2 — Designing and developing a project or startup
  • D11.C3 — Business model and viability
  • D11.C4 — Fundraising and investor relations
Related programmes
  • Entrepreneurship & agile mindset
  • Startup & fundraising
N1 · Foundation
  • Takes a simple initiative without waiting for instructions.
  • States a project idea and its value in a few sentences.
  • Identifies the first resources a project requires.
N2 · Advanced
  • Tests an idea on a small scale and learns from the result.
  • Structures a project and a basic business model.
  • Builds a forecast budget and identifies funding sources.
N3 · Expert
  • Carries a project from idea to launch, arbitrating under constraint.
  • Defends a credible, costed business model.
  • Prepares a fundraising round and engages with investors.
D12

Digital maturity and artificial intelligence

PurposeMaster the digital tools of modern work and use artificial intelligence in a relevant, critical and responsible way.
Key skills
  • D12.C1 — Digital readiness
  • D12.C2 — Digital collaboration and productivity
  • D12.C3 — Relevant use of artificial intelligence
  • D12.C4 — Critical thinking and responsible use of AI
Related programmes
  • Digital readiness
  • Artificial intelligence & African Professional Environments
N1 · Foundation
  • Uses the basic digital tools of their role.
  • Communicates and shares files using collaborative tools.
  • Uses a mainstream AI tool for a simple task.
N2 · Advanced
  • Chooses the digital tool that fits a need and uses it effectively.
  • Organises collaborative work remotely or in hybrid mode.
  • Writes useful AI prompts and checks the reliability of the output.
N3 · Expert
  • Raises the digital maturity of a whole team.
  • Embeds digital tools into a working process.
  • Frames AI use and sets its ethical and confidentiality limits.
KOMPETENCES SOFT SKILLSDomain sheets · D11 – D1213
Levels of mastery

Three levels, one single scale

Every skill is developed and validated across three levels. Moving from one level to the next is measured through the behavioural indicators of the domain, not through time spent.

N1Foundation
N1 certificate
validation

Applies the basics in simple, supervised situations.

N2Advanced
N2 certificate
validation

Acts autonomously and consistently across varied situations.

N3Expert
N3 certificate
validation

Passes on, leads and influences in complex or high-stakes situations.

Each validated level leads to a KOMPETENCES SOFT SKILLS digital certificate issued to the Open Badges standard, verifiable and attached to the learner's profile.

Progression

What triggers the move to the next level

QuestionWhat the framework says
What is the assessment based on?On the behavioural indicators of the domain, observed in real work situations. Not on a knowledge quiz.
Must N1 be validated before N2?That is the standard route. Direct entry at N2 or N3 remains possible after a case review approved by the Head of Learning.
Can one person hold different levels?Yes. The same person can be N2 in management and N1 in written communication.
What is the certificate worth?A verifiable digital badge, attached to the profile, usable in annual reviews, internal mobility and succession planning.
KOMPETENCES SOFT SKILLSOfficial skills framework · v2.014
Mapping

Every programme is tied to a domain

The 14 programmes of the KOMPETENCES SOFT SKILLS catalogue map onto the framework. They are delivered online by DECLICK and in person by FACE2FACE.

Catalogue programmeDomain(s)
CommunicationD1
Collaboration & leadershipD2 · D3
Leadership in an African context — from Manager to LeaderD3
Time management & productivityD4
Problem solvingD5
Critical thinking & creativityD6
Emotional intelligenceD7
Adaptability & change managementD8
Conflict managementD9
Ethics & responsibilityD10
Entrepreneurship & agile mindsetD11
Startup & fundraisingD11
Digital readinessD12
Artificial intelligence & African Professional EnvironmentsD12

Two departments, one single scale

DECLICK and FACE2FACE cover the same 14 programmes, the same 12 domains and the same 3 levels. The teaching model and the hours differ; the certified skill is identical.

Compliance and governance

  • Aligned with international HR and learning practice.
  • Designed for the realities of French-speaking African organisations.
  • Structured to evolve with business needs.
  • Reviewed at least once a year, each version dated and numbered.
KOMPETENCES SOFT SKILLSOfficial skills framework · v2.015
KOMPETENCES SOFT SKILLS
Official skills framework · version 2.0

Measure your teams
on a scale
that holds up.

We map your roles onto the 12 domains, identify the gaps and build the training plan that closes them.

Request a skills mapcontact@kompetences.net · initial diagnosis included
See the cataloguesdeclick.digital · face2face.kompetences.net
The 12 domains of the framework
D1Professional communication
D2Collaboration and teamwork
D3Management and leadership
D4Productivity and organisation
D5Problem solving and decision making
D6Critical thinking and creativity
D7Emotional and interpersonal intelligence
D8Adaptability and change management
D9Conflict management and difficult cooperation
D10Ethics and professional responsibility
D11Entrepreneurship and business creation
D12Digital maturity and artificial intelligence
Official skills framework of KOMPETENCES SOFT SKILLS, version 2.0, effective 30/06/2026 · Next review: 30/11/2026 · Owner: Karim SIDIBÉ, Founder & CEO.
Contact
contact@kompetences.net
support@kompetences.net
Phone
+225 27 20 30 76 36
+225 07 12 22 22 48
Online
kompetences.netdeclick.kompetences.net declick.digitalface2face.kompetences.net
KOMPETENCES SOFT SKILLS SAS · Consulting, digital and in-person training for French-speaking Africa
Société par actions simplifiée au capital de 5 000 000 FCFA – RCCM Abidjan N° 03-2026-B16-00140.
Abidjan-Plateau, Immeuble XL, 6 et 7è étage, Avenue Crozet, en face du stade Félix Houphouët Boigny
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