The competencies

What is a competency?

A competency is the main statement that outlines a specific area of professional knowledge, skill, or behaviour. This is always presented as the main statement in bold.

What are the activities?

Each competency includes subheadings, known as activities, which break down the competency into assessable components.

What are optimum standards?

Each activity within a competency must be signed off at a specific optimum standard depending on the grade of membership being applied for (Technical Member or Member). These standards are:

  • A – Appreciation
    A general awareness and understanding of the activity. Example: gained by reading, attending a CPD event, or observing.

  • K – Knowledge
    A deeper understanding, often acquired through study or training (e.g., university coursework), but not necessarily applied in practice.

  • E – Experience
    Practical involvement in the activity under supervision or independently. This goes beyond knowledge and appreciation.

  • B – Ability
    Capability to perform the activity without supervision and to guide or manage others. This demonstrates leadership-level competence.

What does notation mean?

Each competency is given a unique code (e.g., GEN01), and each activity within that competency is given a further identifier (e.g., GEN01 A).

Who is the supervisor?

The supervisor is typically the applicant’s line manager—someone with direct knowledge of the applicant’s work. They do not need to be a member of a professional body.

How does the supervisor acknowledge the assessment?

If an activity is assessed at a lower standard than required, this should be recorded and initialled again by the supervisor once the correct level is achieved.

What is signing-off?

A competency is considered signed-off when all associated activities have been assessed and meet the required standards.

What is cross referencing?

Applicants (especially via the Graduate or Mature Entry routes) must cross-reference their competencies to supporting documents like:

  • Detailed CV

  • Experience report

  • CPD records

Example: GEES02/B-D should be inserted into the narrative at the relevant point to help assessors locate evidence.

Note: Cross-referencing is optional for general competencies but can be helpful.

Which competencies need to be completed?

The competencies required depend on your discipline and application route. Please consult CICES HQ if unsure.

Geospatial engineering applicants

Must complete:

  • General competencies

  • Geospatial core competencies

  • One set of specialist competencies, such as:

    • Utilities subsurface mapping

    • Engineering surveying

    • GIS

    • Hydrospatial surveying

    • Land surveying

    • Photogrammetry & remote sensing

Commercial management applicants

Must complete:

  • General competencies

  • Commercial management core competencies (one set from the list below)

  • Specialist competencies: (one set from the list below)

    • Construction law

    • Cost engineering

    • Estimating

    • Planning  

    • Procurement engineering (this specialism does not require a core set)

    • Project controls competencies

    • Project management

    • Quantity surveying

Digital applicants

Must complete:

  • Core digital civil engineering surveyor
  • Specialist competencies: (one set from the list below)
    • BIM modeller
    • Data analyst
    • Information management (digital)

Where do I start?

  • Study the competency framework

  • Discuss it with your supervisor

  • Complete a self-assessment

  • Set a realistic timeline based on your experience and current responsibilities

What should be discussed with your supervisor?

  • The appropriate grade of membership (Technical Member or Member)

  • The most suitable specialist competency suite

  • The signing-off process and expected timelines

What if a competency is achieved at a higher standard than required?

  • This can be acknowledged on the form if clearly demonstrated

  • There is no pressure to exceed the standard—focus on your strongest competencies

What if some standards are hard to achieve?

  • Appreciation or Knowledge gaps can often be addressed through study or CPD

  • Experience gaps may require on-the-job exposure or shadowing

  • Ability gaps may take more time—discuss development opportunities with your manager