he article is devoted to the problem of ranking the competencies of employees of an organiza- tion (or its separate department) in terms of the requests of relevant groups of stake-holders. It is assumed that various requests from external and internal stakeholders generate the need to perform various tasks performed by an employee in the course of professional activity. The need to rank competencies within the framework of developing an employee's competence model is related to the need to develop the most important competencies in the context of limited resources. Within the framework of the existing methods of competence ranking, the tasks of em-ployees and the competencies necessary for their implementation do not correlate with the interests of various groups of stakeholders. The paper proposes a method for ranking employee competencies, which makes it possible to determine the comparative importance of competencies in relation to the needs of each group of internal and external stakeholders in particular and for all groups of stakeholders in general. The re- sults of the approbation of the proposed method are given on the example of one of the departments of a large regional university. It is shown that the comparative importance of competencies can vary significantly for dif- ferent groups of stake-holders. The results obtained contribute to the development of tools for constructing com- petence models of employees. The practical significance of the study lies in the possibility of using the proposed method in constructing competency models of employees of departments of arbitrary organizations
competency model, stakeholder theory, competence ranking, analytic hierarchy process, re- gional university
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