Competency Management: Utilizes tools to capture knowledge, skill, ability judgment and performance during the situational or dynamic phases of practice (i.e. initial and ongoing competencies)
Competency Management: Utilizes tools to capture knowledge, skill, ability judgment and performance during the situational or dynamic phases of practice (i.e. initial and ongoing competencies)
Competency Management: Utilizes tools to capture knowledge, skill, ability judgment and performance during the situational or dynamic phases of practice (i.e. initial and ongoing competencies)
Competency Management: Utilizes tools to capture knowledge, skill, ability judgment and performance during the situational or dynamic phases of practice (i.e. initial and ongoing competencies)
RN Oncology Educator
Norwich, CT · On-site
Competency Management: Utilizes tools to capture knowledge, skill, ability judgment and performance during the situational or dynamic phases of practice (i.e. initial and ongoing competencies)
RN Oncology Educator
Norwich, CT · On-site
Competency Management: Utilizes tools to capture knowledge, skill, ability judgment and performance during the situational or dynamic phases of practice (i.e. initial and ongoing competencies)
Competency Management: Utilizes tools to capture knowledge, skill, ability judgment and performance during the situational or dynamic phases of practice (i.e. initial and ongoing competencies)
New
Competency Management: Utilizes tools to capture knowledge, skill, ability judgment and performance during the situational or dynamic phases of practice (i.e. initial and ongoing competencies)
New
Competency Management: Utilizes tools to capture knowledge, skill, ability judgment and performance during the situational or dynamic phases of practice (i.e. initial and ongoing competencies)
Competency Management: Utilizes tools to capture knowledge, skill, ability judgment and performance during the situational or dynamic phases of practice (i.e. initial and ongoing competencies)
Competency Management: Utilizes tools to capture knowledge, skill, ability judgment and performance during the situational or dynamic phases of practice (i.e. initial and ongoing competencies)
New
Competency Management: Utilizes tools to capture knowledge, skill, ability judgment and performance during the situational or dynamic phases of practice (i.e. initial and ongoing competencies)
New
Competency Management: Utilizes tools to capture knowledge, skill, ability judgment and performance during the situational or dynamic phases of practice (i.e. initial and ongoing competencies)
Competency Management: Utilizes tools to capture knowledge, skill, ability judgment and performance during the situational or dynamic phases of practice (i.e. initial and ongoing competencies)
Competency Management: Utilizes tools to capture knowledge, skill, ability judgment and performance during the situational or dynamic phases of practice (i.e. initial and ongoing competencies)
Competency Management: Utilizes tools to capture knowledge, skill, ability judgment and performance during the situational or dynamic phases of practice (i.e. initial and ongoing competencies)
RN Oncology Educator
Norwich, CT · On-site
Competency Management: Utilizes tools to capture knowledge, skill, ability judgment and performance during the situational or dynamic phases of practice (i.e. initial and ongoing competencies)
RN Oncology Educator
Norwich, CT · On-site
Competency Management: Utilizes tools to capture knowledge, skill, ability judgment and performance during the situational or dynamic phases of practice (i.e. initial and ongoing competencies)
Competency Management: Utilizes tools to capture knowledge, skill, ability judgment and performance during the situational or dynamic phases of practice (i.e. initial and ongoing competencies)
Competency Management: Utilizes tools to capture knowledge, skill, ability judgment and performance during the situational or dynamic phases of practice (i.e. initial and ongoing competencies)
RN Oncology Educator
Marlborough, CT · On-site
Competency Management: Utilizes tools to capture knowledge, skill, ability judgment and performance during the situational or dynamic phases of practice (i.e. initial and ongoing competencies)
RN Oncology Educator
Marlborough, CT · On-site
Competency Management: Utilizes tools to capture knowledge, skill, ability judgment and performance during the situational or dynamic phases of practice (i.e. initial and ongoing competencies)
Competency Management: Utilizes tools to capture knowledge, skill, ability judgment and performance during the situational or dynamic phases of practice (i.e. initial and ongoing competencies)
Competency Management: Utilizes tools to capture knowledge, skill, ability judgment and performance during the situational or dynamic phases of practice (i.e. initial and ongoing competencies)
Competency Management: Utilizes tools to capture knowledge, skill, ability judgment and performance during the situational or dynamic phases of practice (i.e. initial and ongoing competencies)
Competency Management: Utilizes tools to capture knowledge, skill, ability judgment and performance during the situational or dynamic phases of practice (i.e. initial and ongoing competencies)
Competency Management: Utilizes tools to capture knowledge, skill, ability judgment and performance during the situational or dynamic phases of practice (i.e. initial and ongoing competencies)
Competency Management: Utilizes tools to capture knowledge, skill, ability judgment and performance during the situational or dynamic phases of practice (i.e. initial and ongoing competencies)
RN Oncology Educator
Oneco, CT · On-site
Competency Management: Utilizes tools to capture knowledge, skill, ability judgment and performance during the situational or dynamic phases of practice (i.e. initial and ongoing competencies)
RN Oncology Educator
Oneco, CT · On-site
Competency Management: Utilizes tools to capture knowledge, skill, ability judgment and performance during the situational or dynamic phases of practice (i.e. initial and ongoing competencies)
Competency Management: Utilizes tools to capture knowledge, skill, ability judgment and performance during the situational or dynamic phases of practice (i.e. initial and ongoing competencies)
Competency Management: Utilizes tools to capture knowledge, skill, ability judgment and performance during the situational or dynamic phases of practice (i.e. initial and ongoing competencies)
Competency Management: Utilizes tools to capture knowledge, skill, ability judgment and performance during the situational or dynamic phases of practice (i.e. initial and ongoing competencies)
Competency Management: Utilizes tools to capture knowledge, skill, ability judgment and performance during the situational or dynamic phases of practice (i.e. initial and ongoing competencies)
Competency Management: Utilizes tools to capture knowledge, skill, ability judgment and performance during the situational or dynamic phases of practice (i.e. initial and ongoing competencies)
Competency Management: Utilizes tools to capture knowledge, skill, ability judgment and performance during the situational or dynamic phases of practice (i.e. initial and ongoing competencies)
Competency Management: Utilizes tools to capture knowledge, skill, ability judgment and performance during the situational or dynamic phases of practice (i.e. initial and ongoing competencies)
Competency Management: Utilizes tools to capture knowledge, skill, ability judgment and performance during the situational or dynamic phases of practice (i.e. initial and ongoing competencies)
Competency Management: Utilizes tools to capture knowledge, skill, ability judgment and performance during the situational or dynamic phases of practice (i.e. initial and ongoing competencies)
Competency Management: Utilizes tools to capture knowledge, skill, ability judgment and performance during the situational or dynamic phases of practice (i.e. initial and ongoing competencies)
Competency Manager information
See Connecticut salary details
$27.6K - $35.3K
1% of jobs
$35.3K - $43K
5% of jobs
$43K - $50.7K
3% of jobs
$50.7K - $58.4K
3% of jobs
$58.4K - $66.1K
3% of jobs
$66.1K - $73.8K
1% of jobs
$73.8K - $81.5K
1% of jobs
$81.5K - $89.2K
1% of jobs
$89.2K - $96.9K
1% of jobs
$96.9K - $104.6K
1% of jobs
$104.9K is the 25th percentile. Wages below this are outliers.
$104.6K - $112.3K
79% of jobs
$27.6K
$99.5K
$112.3K
How much do competency manager jobs pay per year?
As of Jun 10, 2026, the average yearly pay for competency manager in Connecticut is $99,481.00, according to ZipRecruiter salary data. Most workers in this role earn between $108,400.00 and $110,800.00 per year, depending on experience, location, and employer.
What are the key skills and qualifications needed to thrive in the Competency Manager position, and why are they important?
A Competency Manager needs expertise in workforce development, learning and development strategies, and organizational assessment, often backed by a degree in HR, education, or a related field. Familiarity with Learning Management Systems (LMS), competency frameworks, and certifications like SHRM-CP or ATD-CPT is commonly required. Strong interpersonal skills, analytical thinking, and effective communication help drive cross-departmental initiatives and motivate employee growth. These skills are vital for successfully identifying skill gaps, implementing training programs, and ensuring organizational capability aligns with business goals.
What are the typical day-to-day responsibilities of a Competency Manager?
Competency Managers typically spend their days developing and maintaining competency frameworks, assessing workforce skills, and collaborating with department heads to identify training needs. They often coordinate training sessions, track employee progress through learning platforms, and analyze data to evaluate the effectiveness of development programs. Regular meetings with HR, team leaders, and subject matter experts ensure that competency standards are consistently aligned with evolving organizational objectives. This multifaceted role combines strategic planning with hands-on execution to foster a skilled and adaptable workforce.
What is a Competency Manager job?
A Competency Manager is responsible for identifying, developing, and managing the skills and capabilities required for an organization’s workforce. They assess employee competencies, create training programs, and align skill development with business goals. Their role ensures that employees have the necessary expertise to meet company objectives and industry standards. Competency Managers often work closely with HR, leadership, and training teams to enhance workforce performance and career growth.
What are popular job titles related to Competency Manager jobs in Connecticut? For Competency Manager jobs in Connecticut, the most frequently searched job titles are:
What job categories do people searching Competency Manager jobs in Connecticut look for? The top searched job categories for Competency Manager jobs in Connecticut are:
Other
Posted 10 days ago
Job description
Location Detail: Backus Hospital (10309)
Shift Detail: Monday-Friday
Work where every moment matters.
Every day, more than 40,000 Hartford HealthCare colleagues come to work with one thing in common: Pride in what we do, knowing every moment matters here. We invite you to become part of Connecticut’s most comprehensive healthcare network.
The Hartford HealthCare Cancer Institute focuses on offering our cancer patients an unparalleled network of coordinated services– all under one roof. Our system of care includes a truly integrated team with the most talented, experienced, and compassionate caregivers and physicians, backed by the latest cutting-edge technology.
The Nursing Educator is a Registered Nurse with judgement and expertise who influence professional role competence and growth of learners. The Nurse Educator is responsible for supporting learners within the context and framework of the Nursing Professional Development, Scope and Standards practice as approved by the American Nurses Association. This position works in collaboration with nursing leadership to foster and influence competency management, clinical nursing education, professional role development, policy standardization, collaborative partnerships, scientific inquiry, transition to practice and onboarding/orientation of new Hartford HealthCare colleagues.Â
Responsibilities include but, are not limited to following:
Orientation: Develops, facilitates, conducts and evaluates programs during the onboarding phase and when changes in roles, responsibilities and practice occur.
Learning Facilitator: Uses the educational design process and adult learning principles to bridge the knowledge, skills and/or practice gaps identified through learning needs assessment and evaluation of outcomes.
Competency Management: Utilizes tools to capture knowledge, skill, ability judgment and performance during the situational or dynamic phases of practice (i.e. initial and ongoing competencies).
Collaborative Partner: Collaborates with members of the nursing leadership team to assess learning needs, develops programs, monitors clinical competency and supports action plans. Represents nursing in the development of inter-professional learning activities.
Role Development: Promotes professional nursing practice and quality patient care according to the ANA standards of practice. Endorses the theory-based approach through the continuum of practice from novice to expert.Â
Qualifications
Education:
·       Bachelor’s degree required
Experience:
·       Minimum of 3 years of active clinical nursing experience.
·       At least 1 year of experience in Oncology Nursing
Knowledge, Skills and Ability Requirements:
·       Demonstrates ability to develop, deliver and evaluate educational programs.
·       Working knowledge of high reliability and LEAN process improvement strategies.
·       Demonstrated leadership skills and a commitment to education as a methodology for promoting continuous quality improvement in the delivery of patient care and services.
·       Knowledge of the principles/theories of adult learning.
·       Knowledge of unit based orientation plans.
·       Excellent communication skills, both verbal and written.
·       Ability to manage multiple priorities in a fast-paced environment.
·       Must be able to work independently as well as part of a collaborative team.
·       Ability to travel between clinical sites in the East Region, whenever required.Â
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We take great care of careers.
With locations around the state, Hartford HealthCare offers exciting opportunities for career development and growth. Here, you are part of an organization on the cutting edge – helping to bring new technologies, breakthrough treatments and community education to countless men, women and children. We know that a thriving organization starts with thriving employees-- we provide a competitive benefits program designed to ensure work/life balance. Every moment matters. And this is your moment.