A number of issues are associated with the competency modeling approach to analyzing jobs. First is the notion that competency modeling is a replacement for traditional forms of job analysis. The problem with this line of thought is the misguided assumption that job analysis methodologies purport to identify only the tasks and activities associated with a job and fail to assess the personal characteristics and attributes associated with success on the job(e.g., Spencer& Spencer, 1993). This assertion is simply incorrect; examples of worker-oriented job analysis focusing on worker attributes abound, as has been illustrated throughout this chapter.