The DACUM Model is an engaging and systematic way to:

  • Perform occupational competency analyses
  • Develop competency-based training
  • Administer competency-based human resource programs.


Coined DACUM for Developing A CurriculUM, the model was created in Canada in the 60s. Originally designed and implemented as a total system for organizing, delivering instruction and managing the learning process, DACUM has evolved into a model that aims to enhance occupational or organizational competence .

The foundation stone of the model is the DACUM Analysis. Universally recognized for its accuracy, thoroughness and cost effectiveness, the DACUM Analysis has become a standard in many organizations, across all sectors.

DACUM’s main users are employers, training providers and governments.

For Employers

A DACUM Analysis is a great framework for Competence Management .

  • All HR programmes (recruitment, employee orientation, training, performance assessment, career / succession planning, etc.) are based on a DACUM analysis, whatever the occupation of function, thus assuring the greatest level of consistency between these programmes;
  • Because each DACUM analysis is based on the input and insights provided by a group of expert practitioners, probabilities are enhanced that management and workers will adhere to its outcomes and various applications.

  • To assign all DACUM analyses to a CVA-certified DACUM facilitator;
  • To review and revise the DACUM analysis every three (3) years in order for it to remain current;
  • To adjust HR programmes following revision of each DACUM analysis.

For Training Providers

Training providers rely on DACUM to develop competency-based training programs and to ensure that their training offerings meet the demands of the various sectors of the economy.

Competency-based training, or CBT, is a flexible and learner-centered method which aims at enabling individuals to acquire the competencies that are required to exercise a given occupation or function.

  • DACUM facilitates synergies between Employers and Training Providers all through the preparation, development and delivery of a CBT program, thus assuring that training offerings are harmonized with employers’ needs and expectations.
  • A DACUM analysis accomplishes in a few days what other methods can only achieve in several weeks or even months.
  • All competencies are defined in a clear and concise manner; they all begin with an action verb, thus making each competency statement measurable or observable.
  • Competency-based training derived from a DACUM analysis can be modularized or customized, therefore allowing optimal flexibility to address a variety of needs, in nature and scope.
  • DACUM facilitates assessment and recognition of prior learning, making it an intrinsic component of any CBT program.
  • Parameters to assess and evaluate learners are correlated with the criteria (ex. regulations, quality and productivity standards, best practices, etc.) that are used to assess and evaluate performance in the workplace.
  • The proficiency rating scale featured in DACUM to define a competency standard and for purpose of learner or practitioner assessment is applicable all through one’s professional life, from learning a given occupation / function until retirement.

  • A genuine respect for the unique contributions that industry leaders and expert practitioners are able to provide in the development and delivery of a CBT programme
  • To create conditions that will enable industry leaders and expert practitioners to efficiently contribute to all components of a competency-based training programme, such as identifying training needs, determining performance-based learning outcomes and assessment criteria, co-creating learning activities, etc.
  • To assign the mandate of coordinating the development of a CBT programme to a CVA-certified DACUM facilitator
  • To assist instructors in transitioning from a teacher-centered to a learner-centered approach

For Governments

Governments can use the DACUM analysis to define National Occupational Standards (NOS) and National Certification Programmes (NCP) . ​

  • When used to define NOS and NCP, a DACUM analysis is performed by means of a series of structured consultations involving high-performing full-time practitioners and first-line supervisors specifically selected by business and industry leaders or representatives;
  • It enumerates and describes current competencies as well as competencies to be required in a foreseeable future;
  • A DACUM analysis has the highest cost/efficiency ratio: when used to define NOS and NCP, it accomplishes in a few weeks what other methods can only achieve in several months;
  • All competencies are phrased in a clear and concise manner and they all begin with an action verb, thus making these statements measurable or observable
  • A DACUM analysis identifies both the technical or professional competencies AND the transversal competencies that pertain to a given occupation or family of occupations;
  • Every technical or professional competency is broken into three (3) further levels of analysis - all measurable or observable;
  • Critical transversal competencies can be correlated with each technical or professional competencies; they are also used as performance-based criteria to assess and evaluate a learner or practitioner’s performance.

  • To make sure that the NOS and NCP are regularly revised to remain current
  • To assign the mandate of coordinating or revising each NOS and NCP to a CVA-certified DACUM facilitator

DACUM’s Foundation Stone: The Chart of Competencies

Find out more about the DACUM way to perform an occupational analysis by clicking
on the video link below.