Open Assessments and OERs as Enablers in Competency-Based Education
July 2008 1. 2 Objectives Prepare you to conduct Competency Assessments for your employees Hands-on...
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Transcript of July 2008 1. 2 Objectives Prepare you to conduct Competency Assessments for your employees Hands-on...
July 2008 1
July 2008 2
Objectives
Prepare you to conduct Competency Assessments for your employees
Hands-on experience
Ask and answer questions
July 2008 3
What are competencies?
Competencies are the observable and measurable set of: knowledge skills abilities
that are necessary to perform the job.
July 2008 4
Contributing Competencies
Knowledge, skills, and abilities
that are minimally required
for an entry level employee
in the band.
July 2008 5
Journey Competencies
Fully applied body of
knowledge, skills, and abilities required for the band.
July 2008 6
Advanced Competencies
Highest or broadest scope of
knowledge, skills, and abilities
required in the band.
July 2008 7
Competency Profile
One profile for each banded class Profile includes:
Description of WorkRole Description by levelCompetency DefinitionsCompetencies at each level –
Contributing, Journey, Advanced
July 2008 8
Competency Profile
Example
http://www.osp.state.nc.us/CareerBanding/career-banding.htm
July 2008 9
Your Role as Supervisor
Evaluate employee’s initial
competency level
Discuss CA with employee
Assess competencies
on an on-going basis
July 2008 10
Your Role (cont’d.)
Provide detailed documentation for:position’s band/level placementemployee CAproposed salary adjustments
Plan career development activities
with each employee Assess and apply pay factors equitably
July 2008 11
Assessing Competencies
How to Assess
Functional Competencies
July 2008 12
Step 1: Identify Competencies
Consider what is required for position
Use the competency profile.
EXAMPLE
Data Collection: Ability to observe, monitor, collect and record data to assess accuracy, validity and integrity of data
July 2008 13
Functional Competencies
CompLevel
Competency definition Employee demonstration of competency Level C J A
Data Collection
Career Development Activities (include Supervisor and Employee responsibilities):
Overall Competency Assessment: Contributing (C) Journey (J) Advanced (A)
List competency title and definition
Step 1: Identify Competencies
July 2008 14
Step 2: Define Expectations
Consider your expectations for the position (not the person in the position) Use the Competency Profile for language to describe expectations.
Contributing Journey Advanced
Ability to observe, collect and record a variety of data.
Ability to organize and tabulate data: ability to ensure quality control of data collection.
Ability to identify and report variations or discrepancies in the data; ability to organize and prepare data for analysis.
Language for Contributing Expectations
Language for Journey
Expectations
Language for Advanced
Expectations
July 2008 15
Step 2: Define Expectations
Add or change language to make your description specific to the position How will they be observed and measured? Indicate C,J, or A for position expectation
EXAMPLE
Expectation: Ability to organize and tabulate data independently; ability to ensure quality control of data collection by ………………..........................................
CompetencyExpectation at Journey level
July 2008 16
Functional Competencies
Comp.Level
Competency definition Employee demonstration of competency Level C J A
Data Collection
J Ability to organize and tabulate data independently; ability to ensure quality control of data collection by ……………
Career Development Activities (include Supervisor and Employee responsibilities):
Overall Competency Assessment: Contributing (C) Journey (J) Advanced (A)
Step 2: Define Expectations
Describe expectationsIndicate level
needed for this position
July 2008 17
Step 3: Document Results
Write an assessment statement for the employee.
Describe how the employee has demonstrated the competency
Assess against expectation
EXAMPLEJill collected data for the Drought-Resistant Soybean research project. She maintained consistent and current calculations of plant growth and variable measurements. Jill quickly identified a variance with data collection for one of the key control variables.
Assessment statements for
employee
July 2008 18
Functional Competencies
CompLevel
Competency definition Employee demonstration of competency Level C J A
Data Collection
J Organizes and tabulates data independently; ensures quality control of data collection by ….
Jill Smith collected data for the Drought-Resistant Soybean research project. She maintained consistent and current calculations of plant growth and variable measurements. Jill quickly identified a variance with data collection for one of the key control variables.
Career Development Activities (include Supervisor and Employee responsibilities):
Overall Competency Assessment: Contributing (C) Journey (J) Advanced (A)
Step 3: Document Results
Write assessment statements for employee.
July 2008 19
Exercise #1
Competency Assessment Statements
July 2008 20
Multiple positions?
Example
Competency Assessment Checklist
July 2008 21
Step 4: Determine Level
Review your assessment of the employee to determine if competencies are demonstrated at the Contributing, Journey or Advanced level.
EXAMPLEJill collected data for the Drought-Resistant Soybean research project. She maintained consistent and current calculations of plant growth and variable measurements. Jill quickly identified a variance with data collection for one of the key control variables.
Employee demonstrating competency at Journey level
July 2008 22
Functional Competencies
CompLevel
Competency definition Employee demonstration of competency LevelC J A
Data Collection
J Organizes and tabulates data independently; ensures quality control of data collection by …..
Jill Smith collected data for the Drought-Resistant Soybean research project. She maintained consistent and current calculations of plant growth and variable measurements. Jill quickly identified a variance with data collection for one of the key control variables.
J
Career Development Activities (include Supervisor and Employee responsibilities):
Overall Competency Assessment: Contributing (C) Journey (J) Advanced (A)
Step 4: Determine Level
Indicate demonstrated
competency level – J
July 2008 23
Functional Competencies
Comp.Level
Competency definition Employee demonstration of competency Level C J A
Knowledge J J
Data Collection
J Organizes and tabulates data independently; ensures quality control of ……
Jill Smith collected data for the Drought-Resistant Soybean research project. She maintained consistent and current calculations of plant growth and variable measurements. Jill quickly identified….
J
Ops. – Res. Support
J C
Lab. Care J J
Career Development Activities (include Supervisor and Employee responsibilities):
Overall Competency Assessment: Contributing (C) X Journey (J) Advanced (A)
Step 5: Determine Overall Level
Check overall competency rating - J
July 2008 24
Step 5: Determine Overall Level
Overall level = same level
as majority of individual competencies
Exception - if one or more competencies is more critical to the organization, may carry more “weight” in overall assessment. Explain and justify in “Comments” section.
July 2008 25
Step 6: Plan Career Development
Organizational need?
Competencies to develop or strengthen to
meet organizational need?
Employee interests and motivation?
Attainable in current position & work unit?
July 2008 26
Step 6: Plan Career Development
Resources available?
Reasonable time frame?
Specific activities and/or training
to improve the competency?
Responsibilities – employee & supervisor
July 2008 27
Functional Competencies
Comp.Level
Competency definition Employee demonstration of competency Level C J A
Knowledge J J
Data Collection
J Organizes and tabulates data independently; ensures ……
Jill Smith collected data for the Drought-Resistant Soybean research project. She maintained consistent and current calculations of plant growth and..….
J
Ops – ResSupport
J C
Lab Care J J
Career Development Activities (include Supervisor and Employee responsibilities):
Develop skills in mixing chemicals – read product specifications and procedure manual; assist S. Johnson in mixing feeding solution for 2 weeks; perform independently by no later than September 1, 2008; document activity for 30 days.
Overall Competency Assessment: Contributing (C) Journey (J) Advanced (A)
Step 6: Plan Career Development
Document Career Development activities
July 2008 28
Review of Steps
Step 1: Identify competencies
For each competency……….. Step 2: Define expectations (use profile) Step 3: Document results Step 4: Determine level – C, J or A
Step 5: Determine overall level Step 6: Plan Career Development activities
July 2008 29
Example
EmployeeCompetency Assessment
July 2008 30
What Not to Consider …..
Performance (U, BG, G, VG, O)
Volume of same work
Years of service
Personal characteristics
July 2008 31
Avoid Rater Bias
Horns effect
Halo effect
Stereotyping
Recency effect
Leniency effect
Strictness effect
July 2008 32
Exercise #2
Writing
Competency Assessment Statements
July 2008 33
Putting it All Together
Position competency requirements
Employee competencies
Employee performance
July 2008 34
Advanced
POSITIONAND
INCUMBENT
POSITION &REQUIRED
COMPETENCIES
INCUMBENT
Contributing
JourneyCOMPETENCY ASSESSMENT
July 2008 35
CAREERDEVELOPMENT
PLAN
Advanced
SALARYDETERMINATION
POSITIONAND
INCUMBENT
POSITION &REQUIRED
COMPETENCIES
INCUMBENT
Contributing
JourneyCOMPETENCY ASSESSMENT
•CONTRIBUTING•JOURNEY•ADVANCED
July 2008 36
CAREERDEVELOPMENT
PLAN
Advanced
SALARYDETERMINATION
POSITIONAND
INCUMBENT
POSITION &REQUIRED
COMPETENCIES
INCUMBENT
Contributing
JourneyCOMPETENCY ASSESSMENT
PERFORMANCEMANAGEMENT
•OUTSTANDING•VERY GOOD•GOOD•BELOW GOOD•UNSATISFACTORY
•CONTRIBUTING•JOURNEY•ADVANCED
QUESTIONS?