Construct a competency framework for [Role] ([SeniorityLevel]) in the [Industry] context. Map job outcomes to competencies and proficiency levels (Foundational, Working, Advanced, Expert). Derive a skills inventory across domains: functional, technical ([TechStack]), behavioral, and domain knowledge. Identify 6–8 critical competencies and 10–15 supporting skills, each with behavioral indicators observable in probation.
Output format (exactly):
A) Competency Matrix (Markdown table): Competency | Level | Behavioral Indicators (3) | Related Outcome(s) | Assessment Method;
B) Skills List (bullet points grouped by domain);
C) JSON export with keys: { "role": "[Role]", "seniority": "[SeniorityLevel]", "framework": "[CompetencyFramework]", "competencies": [...], "skills": [...], "assessments": [...] }.
Prioritize competencies that differentiate high performance in [Industry] and de-prioritize generic traits unless outcome-critical.