WORKITECT’S COMPETENCY SYSTEM

The business reason for identifying and applying competencies

Identify the competencies that result in superior performance.

Use people management strategies to get more job-holders demonstrating the competencies.

Job-holders become more productive, leading to better business results.

Definitions

Competencies are…

The skills and behaviors that outstanding performers demonstrate more often, more skillfully, and with better results than do average performers.

A Job Competency Model is…

A group of 8-12 competencies that together describe successful performance for a particular job or role, in a particular organization.

A Competency Framework is…

A set of 25-40 non-technical competencies that reflect the organization’s culture and values, and have been determined to be essential to carrying out it’s vision, mission, and strategy. The competencies are described in a dictionary to ensure that skills and characteristics are described with the same competency names in the models and applications that are developed.

Create and Implement a Competency Framework

1. Obtain CEO and executive group input and commitment

Identify the competencies that are essential to carrying out the organization's vision, mission, and strategy.

2. Develop job profiles and/or competency models

Example: L & D position* >

Identify competencies required for effective performance in specific jobs or job categories. Start with senior or mid-level management job.

Learn How To...
Build Competency Models

July 14-16, Washington, DC
October 7-9, Chicago
Available On-Site

Buy or develop a...
Competency Dictionary

By levels of proficiency and job role, in a
format than can be easily customized.
No annual renewal fees.

3. Finalize dictionary and framework.

Example >

Develop and communicate implementation guide.

Example >

Assessment & Selection

Develop Competency-Based Applications

MODULES5

Competency Interview Guides

Provides questions and probes for each of 35 competencies. Includes positive and negative behavioral indicators, and a candidate summary. Can be used for panel/group interviews, and is customizable.

Example >

Development

MODULES5

Competency Development Guide

A 276-page workbook and resource guide for developing competencies. Provides background on competencies and instruction on setting competency development goals, along with specific suggestions for developing 35 behavioral competencies.

Example >
MODULES5

eDeveloper™

Web-based, online guide containing comprehensive employee development and coaching tools with direct links to developmental resources.

Demo >
MODULES5

360° Competency Assessments

A customizable multi-rater assessment tool providing feedback from direct reports, peers, internal customers and supervisors on a person’s observed strengths and development needs.

Example >

Other

MODULES5

Performance Management

Shift the emphasis of appraisal from organization results achieved to employee behaviors and competencies demonstrated.

Example >

*Examples are taken from course materials used in Building Competency Models workshop.

 

Client Testimonials

“ "The Building Compentency Models workshop was a great introduction to competency models,how to design and how to deploy them in your origanization. The facilitation helped me tie in our actual situations and utilized case studies to make the concept real..” Amand code, Training Development Manager,Wesco International

"Very different way to look at competencies then we have used traditionally. Refreshing & Challeneing!" .” Steve Hasting, Training Manager, National Park Service

“"Competency modeling is an essential process for all organizations.Aftercompleting this workshop, I feel equppied with the knowladge and skills to help communicate,develop, and implement competency models for our origanization" .” latsamy Visetsin,OD&L/HR Manager,Brigham & Women's Hospital

More Testimonials



© 2015, Workitect Inc. All Rights Reserved. Privacy Policy | Terms of Use