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Advanced Competency Modeling Workshop

Agenda
Day One: CREATING TECHNICAL COMPETENCIES

7:30 AM
> Continental Breakfast
8:00 AM
  • Pre-Workshop Refresher Optional
    Review of Workitect's six-step model building process -
    For participants who have attended Workitect's Building Competency Models workshop, but need a "refresher", and for those who have not attended the workshop and have little or no experience building competency models.
9:00 AM
  • Introduction, Overview, Review of Agenda
  • Why identify technical and professional (functional) competencies?
    What is the potential value to the organization and to HR & L&D? In what ways can technical competencies be used?
  • Criteria for a good set of technical competencies for a department
    How many to have, how easy to assess, and do they facilitate intended HR applications?
10:00 AM
> Break
10:15 AM
  • Conceptual Framework
    A conceptual framework for thinking about technical competencies: knowledge areas, technical skills, narrow and broad, levels for technical competencies.
  • Writing Technical Competencies
    • Review a sample competency and a sample set of technical competencies for a department and for a job.
    • Practice writing definitions and levels for a familiar knowledge area and for a familiar technical skill area.
12:00 PM
> Lunch
1:00 PM
  • Writing Technical Competencies - continued
  • Data Collection Tools
    • Process guide for working with SMEs to identify competencies for an area and definitions for levels for each competency.
    • Interview guide for Technical Job Requirements Interview for use with jobholder or managers of jobholders to identify technical job requirements.
    • Process guide for facilitating a discussion with a department's management and SMEs to map technical competency requirements to jobs.
    • Practice in pairs interviewing a SME, with each participant as an SME in his/her own department.
3:00 PM
> Break
3:15 PM
  • Technical Job Analysis Interview
    Practice conducting the Technical Job Analysis Interview with each participant as a jobholder in same department.
  • Mapping Competencies
    • A process for facilitating a meeting of management and SMEs to map a set of technical competencies to the jobs in a department.
    • Participants practice mapping technical competencies to the jobs.
  • Assessment Tools
    Developing assessment tools and processes for technical competencies.
  • Implementing a Project
    • General planning steps
    • Participants identify steps to get a project going in their organization.
5:00 PM
> Adjourn

Day Two : INNOVATIVE APPROACHES TO MODEL BUILDING
                    (Non-Technical & Technical Competencies)

7:30 AM
> Continental Breakfast
8:30 AM
  • Innovations in Gathering and Analyzing Data
    • Conducting "Competency Elaboration" interviews with persons nominated as high performers, and/or their managers, to obtain examples of how behaviors and approaches have been found to be effective.
    • Beyond structured event interviewing and behavioral event interviewing.
    • Using interviews with persons nominated as high performers in specific areas, to flesh out pre-identified competency domains.
    • The Virtual Resource Panel as a way to gather resource-panel-like data from a broad or geographically dispersed set of stakeholders.
    • Interviews with bosses of incumbents
    • Surveys for data collection and validation
    • Use of on-line surveys to gather qualitative data about a target job. Constructing an on-line survey and using thematic analysis of the results.
    • Using resource panels for one-size-fits-all models.
    • Collecting data to build a one-size-fits-all model for jobs at a particular organizational
    • Following up with jobholders or managers of jobholders to get reaction or additional information, such as ideas about how a competency can be demonstrated effectively (conceptual suggestions about behavioral indicators).
12:00 PM
> Lunch
1:00 PM
  • Alternative Architectures for Competency Models
    • Ways to manage complexity in competency models.
    • Examples of single-job, one-size-fits-all, and multiple models for multiple jobs.
    • Separating a set of foundational competencies that should normally be present in someone on entry into the target job.
    • Presenting a model as a hierarchy of skill areas.
    • Competency Levels - leveling leading to hybrids, e.g. one-size-fits-all with levels.
    • Global Applications.
2.45 PM
> Break
3:00 PM
  • Linking Tasks to Competencies.
    • Building a model around main tasks and how to perform each one in an outstanding way.
    • Conducting Task Performance Interviews, another version of Job Analysis Interviews, with high performers and managers of high performers to identify how each task needs to be performed.
    • Exercise: Participants practice interviewing and writing task-based competency descriptions.
    • Assessment tools.
  • Competency Assessments
    • Creating a framework for baseline assessments of competencies of population.
    • Assessment tools
    • Creating a competency based training and development process to support model implementation
    • Formal assessment examples
5:00 PM
> Adjourn
INSTRUCTORS
Dr. Richard S. Mansfield

Senior Consultant with expertise in competency based job analysis, skills assessment, management development, selection, survey design and course development. Formerly was Director of Research for McBer & Company / Hay Group, Vice President of The Altwell Group, and Chairperson, Educational Psychology for Temple University. Ed.D degree in Human Development and A.B. degree in Social Relations from Harvard University. Co-authored the book "The Psychology of Creativity and Discovery" and has published numerous articles.

Richard R. Gerlach

Senior Consultant with thirty years of experience in management and executive development, training, human resources, and organization development. Formerly, held senior leadership positions with Ryder System, Inc. (Group Director-Organization Effectiveness and Human Resource Development), Pabst Brewing Company and Ryan Homes, Inc. Has extensive experience in developing competency based performance management, selection, assessment and management development processes. Is the lead instructor for Workitect's Building Competency Models workshop. Master's Degree in Management from the University of Southern California and Bachelor's Degree in Finance from Western Michigan University.

October 13-14, 2011 Washington, DC (Arlington, VA)

Location: Strategic Analysis Executive Conference Center
 

Price: $1650.00

A 10% Discount is available for registrations of 2 or more per organization. Registrations must be submitted using the same organization or company name at Checkout.

Testimonials

"It was great that Workitect developed a technical advanced workshop to expand my knowledge/skill set beyond basic competency modeling to improve IT models for my organization."

Robin Lynn Julians
Manager, IT Services, Process &
Competency
Excellus Health Plan
"Workitect's advanced competency class provided helpful tools in developing competencies and a great forum to share experiences and best practices with other participants"

Nicole Giannini
Technical Director, Federal Consulting
CPS Human Resource Services
"Very well organized and based on current work with clients. Love the tie-in and the end where people said what they wanted to see from the workshop."

Jeanne Hartman
Human Resources
Community Health Plan
"Workitect is an excellent leader in Competency Modeling. The instructors are very knowledgeable and skillful at teaching the modeling process, as well as how important they are for organizations to move forward"

Amy Sicken
Human Capital Analyst
Army, PEO/GCS
Upcoming Workshops
October 13-14, 2011 Washington, DC (Arlington, VA)

Location: Strategic Analysis Executive Conference Center
 

Price: $1650.00
Recent Workshop Photos
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Onsite Delivery

This program is also available for onsite delivery where it can be tailored to the needs of the sponsoring organization. Contact Us for details or to schedule a program.

"This program has been approved for 14 (General) recertification credit hours toward PHR, SPHR and GPHR recertification through the HR Certification Institute." HR Certification Institute
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