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In today’s highly competitive workforce environment, competencies of workers are a key element in shaping organization development. Competencies have proven to be a tool to improve organizational performance by focusing on individual performance. Boyatzis (1982) defines competency as “an underlying characteristic of a person which results in effective and superior performance in a job”. A competency is an individual characteristic that can be measured or counted reliably and that can be shown to differentiate significantly excellent and average performers, or between efficient and ineffective performers. Meanwhile, competency can be described as a set of behaviour patterns that an incumbent needs to bring to a position to perform its tasks and functions in the delivery of desired results or outcomes (Bartram, et. al, 2002; Woodruffe, Human resources form the bedrock of the agricultural extension system. The agricultural sector requires skilled human resources who are capable of all aspects of work in agricultural and rural centres, including producing, processing and marketing of agricultural products. The present study was carried out in middle Gujarat region and ATMA personnel (Agricultural Technology Management Agency) selected as respondents. The ex-post facto research design was used for the study and personal interview schedule used for the data collection. Majority of the ATMA personnel were observed at high or medium to a high level on different components of professional competence. The great majority (93.58 per cent) of the ATMA personnel were found in the category of high to very high level of professional competence. K e y w o r d s

Professional Competence of Agricultural Technology Management Agency (ATMA) Personnel