Designing the competency model is one of the approaches that have been suggested for improving the adaptability of modern organizations with ongoing changes in the work environment. A defined model could offer an ideal ground for those seeking higher positions and more convenient performance management goals. Also, it could serve as a reliable infrastructure and framework for the integration of human resources processes. In this line, the aim of the study was to design competence development model for Tehran municipality managers with a combined approach. This study could be considered as interpretative-affirmative in terms of philosophical foundations, and qualitative-quantitative type, developmental and applied, and inductive-comparative. The statistical population of the research included academic and executive experts in the field of urban management. In the qualitative part, the competences of Tehran municipality managers were identified in two general and specific parts through content analysis. The general competences included: professional ethics, change management, cognitive skills, and data management. The specific competences included: problem solving skills, leadership of people, individual ability, specialized knowledge and skills, communication skills and performance management. In the quantitative phase, through AHP technique, perceptive skill and data management and among specific skills, problem solving skill and leadership of people were proposed as the most important competencies of Tehran municipality managers from the viewpoint of experts. Finally, the development solutions and strategies for each competency were classified by the experts through the identified matrix for managers' development methods. New and reliable approaches such as the recent research could lead to improvement of human resources and serve as a strategic partner, and in this way human resources could be promoted as one of the strategic units of organizations.
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