Competency Framework:Taking Action

FARHANA ZAHEER

MODULE 3:COMPETENCY BASED PEOPLE MANAGEMENT

(CBPM)15TH FEBRUARY 2014

Introduction

• Official Catholic Aid Agency of UK

CAFOD

• 500 partners in 40 countries

Global Operation

1. Bring hope & sympathy

2. Reduce poverty & injustice

CAFOD is all about

1. Development

2. Advocacy

3. Education

4. Humanity

Four- Fold Mission

Case Study - Background

Launched a new

10 - year Strategic Framework

Needed the Competency

Framework to align & support it

Problem Analysis

The original competency framework was outdated

21 competencies with indicators but difficult to utilize

Competencies fixed in Recruitment, but didn’t attach in Performance, Development & Learning

CAFOD Two Aims

• Knowledge, skills, behaviours & attitudes Competencies

Identification

• Recruitment , performance development & learningEmbed Competencies

in to:

Solution -Taking Action

It is a simple visual tool for managers and staff, to ensure its relevance to everyday People

Management

Competency Framework Spidergram

Purpose of Taking Action To get the best from shared

commit

ment, to guide & enable

personal effectiveness

To clarify

expectations & see changes in abilities at a glance

Using Taking Action

Areas of competence

levels of ability

Indicators of performance

30

f

our

3 Level of Competencies

Level 1 Being effective

Level 2 Excelling

Level 3 Leading the way

11 Core Competencies

??

11 Core Competencies

Understanding our context

1. Understanding Catholic identity2. Understanding

CAFOD3. Understanding

international development

Working together

4 . Managing ourselves

5. Working with others

6. Communicating7. Looking outwards

Making change happen

8 . Managing resources

I9 . Achieving results10 . Managing our

performance11. Taking the lead

Reflection

Organized

its learning on Intranet

Staff quick

ly accessed

courses/

resources

Staff developed relate

d competencies.

What is required of my role? Which indicators best match my performance?

What level am I at?

Consultative approach

• High degree of ownership among staff

Strong communications

• Engaged colleagues & built stories

Self awareness

• Staff ready to take responsibility for their own development

Conclusion

THANK YOU !!

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