本研究采用职位专家个体深度访谈、职位专家焦点小组访谈、问卷法、行为事件访谈技术和层次分析法，质性研究和量化研究相结合，对认可评审员的胜任特征进行了系统、深入的研究，获得了认可评审员胜任特征模型。研究由三个部分构成。（一） 认可评审员胜任特征因子初始条目和权重研究采用资深职位专家个体深度访谈和职位专家焦点小组访谈法获得认可评审员胜任特征因子的初始条目和权重。首先通过对5位资深职位专家进行个体深度访谈，收集关于认可评审员胜任特征因子的条目和描述，进而通过职位专家焦点小组访谈对因子进行补充。对访谈文本进行微观编码，提取出诚实正直、对认可准则规范的把握、献身认可事业、灵活性、专业知识技能、责任心、客户服务、监控能力、相关工作经验、建立良好评审氛围、信息搜索、人际沟通、逻辑思维、学习能力、团队合作、培养他人16项胜任特征因子；通过对12位职位专家发放胜任特征因子重要性调查问卷，获得了16项胜任特征因子的初始权重值。（二） 认可评审员胜任特征模型的初步建立 采用行为事件访谈法获得胜任特征因子的具体涵义和等级信息。通过对12位绩效优秀者和8位绩效一般者进行行为事件访谈，收集胜任特征因子的涵义、等级及行为描述信息。对访谈文本进行主题编码，同时进行微观编码，增加“目标说服”胜任特征因子，获得了17项胜任特征因子的涵义、等级、行为描述信息。进而通过对平均等级分数的差异检验，将胜任特征分为门槛性胜任特征和鉴别性胜任特征两类，初步建立起认可评审员的胜任特征结构模型。（三） 认可评审员胜任特征模型结构和系统权重研究采用聚类和层次分析法获得认可评审员胜任特征模型的结构和系统权重。通过聚类，17项胜任特征因子被划分为六个胜任特征群，分别是职业承诺、认知能力、个人特质、管理能力、服务能力和影响能力。通过对17项胜任特征因子的初始权重评分值进行层次分析法运算，得到每个胜任特征因子对其上位的胜任特征群的贡献度和对认可评审员胜任特征模型的贡献度以及每个胜任特征群对模型的贡献度，得到清晰的系统权重信息。本研究丰富了胜任特征建模方法研究，其结论为制定认可评审员的招聘标准、培训要求提供了实证研究证据，并对认可评审员的绩效考核、薪酬管理有重要的实际应用价值。

Deep interview, Focus Interview, Survey, Behavioral Event Interview technique and Analytic Hierarchy Process are used to construct Accredited Assessors’ competency model, both qualitative and quantitative method are employed. The following three parts are included:1 The preliminary collection of the competency items and weight. Subject matter experts’ deep interviews and focus interview are used to collect the item description of the Accredited Assessors’ competency. The interview texts are coded by the microanalysis and 16 competency items are collected. Then the self-constructed competency importance scale is used to get the weight of each item.2 The initial construction of Accredited Assessors’ competency model Behavioral Event Interview technique is used to explore the meaning and degrees of each competency item. The interview texts are coded by both microanalysis and thematic analysis. One new competency item is added into the model. Then the T-test is conducted to classify the competency items into 2 clusters, one is the competency of excellent Accredited Assessors and the other is the competency of general Accredited Assessors.3 The exploration of the competency model’s structure and systematic weight In this section, 17items are clustered into 6 groups by Cluster Analysis. Then the systematic weights are got by Analytic Hierarchy Process. The systematic weights include the items’ weight to its super-ordinate competency group, the items’ weight to the whole Accredited Assessors’ competency and the weight of each super-ordinate competency group.The methods employed in this research such as subject matter experts’ interviews and Analytic Hierarchy Process enriches the methods of competency modeling. The results and findings of this research offer important empirical evidence to personnel recruitment, training, performance appraisal and compensation management of the Accredited Assessors.