ABSTRACT This short communication reports the development of a competency model for autistic employment, derived directly from autistic employees' accounts of effective workplace performance. Critical Incident Technique interviews were conducted with 15 autistic professionals employed in large corporate and public‐sector organizations, yielding 67 critical incidents and approximately 130 behavioral statements. Interview data were thematically coded against an established competency dictionary and refined through consensus, resulting in 12 competencies organized into four clusters: social, motivational, cognitive, and personal, with 89 associated behavioral indicators. The draft model was reviewed and refined through follow‐up focus groups with participants to assess clarity, accuracy, and comprehensiveness. Although several competency labels overlap with generic models, their behavioral expressions reflect autistic employees' distinctive strategies for managing communication demands, cognitive load, and workplace expectations. The model is presented as a set of hypothesized competencies intended for subsequent quantitative validation. Planned next steps include psychometric testing with autistic and non‐autistic employees to inform the development of more transparent, function‐focused selection and management practices.
Hartman et al. (Sun,) studied this question.