Cprs Conference Long Beach
-
Upload
richard-houston -
Category
Business
-
view
749 -
download
2
description
Transcript of Cprs Conference Long Beach
![Page 1: Cprs Conference Long Beach](https://reader036.fdocuments.net/reader036/viewer/2022082623/540577998d7f729b768b4d14/html5/thumbnails/1.jpg)
The CPRS 2008 Annual ConferenceLong Beach
Richard T. Houston, Ed.D., Peopleassets [email protected] with Barry Weiss, San Carlos and Kevin Miller, Foster City
Taking Your Park Staff to the Next Level:
The CPRS Park Competency Model
![Page 2: Cprs Conference Long Beach](https://reader036.fdocuments.net/reader036/viewer/2022082623/540577998d7f729b768b4d14/html5/thumbnails/2.jpg)
Session GoalsUnderstand …• What a competency model is.• Why competency models make sense.• Why implementation methodology is
critically important.• How it has been used in pilot studies.• How to ensure it has a real payoff.
![Page 3: Cprs Conference Long Beach](https://reader036.fdocuments.net/reader036/viewer/2022082623/540577998d7f729b768b4d14/html5/thumbnails/3.jpg)
A Critical Time for Skilled Leadership
The BIG PICTURE is likely to include: Budget reductions and prioritization
of public safety needs result in funding cutbacks / challenges
Diversity of the “customer base” present new demands for services
Urgent need to wield political clout Coalitions and partnerships become
increasingly important
![Page 4: Cprs Conference Long Beach](https://reader036.fdocuments.net/reader036/viewer/2022082623/540577998d7f729b768b4d14/html5/thumbnails/4.jpg)
Are these themes familiar?• Pending retirements threaten a
significant loss of expertise and “know-how”
• We know the ‘high flyers’ from the average performers but we don’t know why, …nor how to “reproduce” them
• We support professional development but we don’t know if it has a tangible payoff
![Page 5: Cprs Conference Long Beach](https://reader036.fdocuments.net/reader036/viewer/2022082623/540577998d7f729b768b4d14/html5/thumbnails/5.jpg)
Why Competency Models?Competency models add value …
As a career development map As a structure to focus results-oriented
professional development programming As a framework for succession planning As a guide for making hiring decisions As a structure for making expertise an
organizational vs. a personal asset
![Page 6: Cprs Conference Long Beach](https://reader036.fdocuments.net/reader036/viewer/2022082623/540577998d7f729b768b4d14/html5/thumbnails/6.jpg)
A competency model looks at critical skills & behaviors. • Defines how high performing park
and recreation professionals are different from average performers
• Identifies those critical skills and behaviors that are essential for successful performance
• The medium is the message
![Page 7: Cprs Conference Long Beach](https://reader036.fdocuments.net/reader036/viewer/2022082623/540577998d7f729b768b4d14/html5/thumbnails/7.jpg)
Competencies of a Park Professional
Personal Attributes
Knowledge
Skills
Experience
Your competencies are a complex mix
of “built in” attributes as well as acquired skills and knowledge. What is missing is a tool to assess those & to
plan for their improvement.
![Page 8: Cprs Conference Long Beach](https://reader036.fdocuments.net/reader036/viewer/2022082623/540577998d7f729b768b4d14/html5/thumbnails/8.jpg)
Competencies: technical / managerial
Technical skills & competencies
Managerial skills & competencies
Increasing responsibility
• Building management, maintenance & repair, use of technology, irrigation, urban forestry, playground safety
• Planning, goal setting,coaching & motivating,influence, public relations,risk management, quality
![Page 9: Cprs Conference Long Beach](https://reader036.fdocuments.net/reader036/viewer/2022082623/540577998d7f729b768b4d14/html5/thumbnails/9.jpg)
Peninsula Pilot Study• 7 agencies selected 1 – 3 park operations
managers / supervisors• Participants reviewed competency model,
rated their own current proficiencies• Supervisors rated the importance of same
competencies• Discussions between two identified top
priority professional development goals based on agency’s needs
![Page 10: Cprs Conference Long Beach](https://reader036.fdocuments.net/reader036/viewer/2022082623/540577998d7f729b768b4d14/html5/thumbnails/10.jpg)
CPRS Park Competency Model
Seven competency domains for park professionals:
1. Planning and organizing work2. Park operations & stewardship3. Technical knowledge4. Coaching and motivating staff5. Customer service & public relations6. Performance improvement
management7. Self awareness
![Page 11: Cprs Conference Long Beach](https://reader036.fdocuments.net/reader036/viewer/2022082623/540577998d7f729b768b4d14/html5/thumbnails/11.jpg)
Planning & Organizing Work
• Has clear view of the "BIG Picture." Stays current with trends, analyzes relevant factors of the strategic landscape and maintains appropriate strategic priorities.
• Communicates "the vision" derived from understanding of the BIG picture.
• Defines and articulates clear goals, measurable outcomes and performance standards.
5 = Mastery; 3 = Somewhat proficient; 1 = Not proficient© CPRS & Peopleassets.
![Page 12: Cprs Conference Long Beach](https://reader036.fdocuments.net/reader036/viewer/2022082623/540577998d7f729b768b4d14/html5/thumbnails/12.jpg)
Customer Service; Public Relations
• Demonstrates political savvy• Builds support for agency through
coalitions, alliances and partnerships• Negotiates and facilitates solutions
to conflicts, …internally and externally
• Collects feedback continuously
![Page 13: Cprs Conference Long Beach](https://reader036.fdocuments.net/reader036/viewer/2022082623/540577998d7f729b768b4d14/html5/thumbnails/13.jpg)
Assessment, then action.• Individuals defined three specific
development goals that included observable outcomes, and…were clearly aligned with organizational priorities
• Discussed / consulted with supervisors; Peopleassets provided support
• Activities and critical incidents were documented best practices researched, documented and
shared
![Page 14: Cprs Conference Long Beach](https://reader036.fdocuments.net/reader036/viewer/2022082623/540577998d7f729b768b4d14/html5/thumbnails/14.jpg)
100% of Participants Agreed or Strongly Agreed that…
The project • helped them identify current skills
sets and strengths.• helped them identify specific
development goals to improve leadership effectiveness.
• was worth the investment of time and energy.
![Page 15: Cprs Conference Long Beach](https://reader036.fdocuments.net/reader036/viewer/2022082623/540577998d7f729b768b4d14/html5/thumbnails/15.jpg)
Outcomes of a well run competency model project
• Sends a clear message that the agency is willing to invest in the individual’s career and professional success
• Creates a structure to define specific leadership / professional development goals
• Promotes meaningful conversations between individual and supervisor about professional development
• Builds “bench strength” for the future