The Competency Model Survey can be used alone or with other sources of data, to build a competency model when an organization chooses not to invest the resources to develop a customized competency model by using interviews and focus groups, as taught in Workitect’s Building Competency Models certification workshop.
The survey is completed on-line by several capable jobholders or managers of jobholders, persons who are highly knowledgeable about the job being assessed. Based on the responses to the survey, our report generator produces a report that includes: (a) a recommended set of the 10-12 Workitect competencies to comprise the competency model for the job and (b) a set of the job requirements that were rated most important for the job.
The survey begins with a few initial questions to identify the job, the organization, and the responder’s experience with job. Next are two questions asking responders to comment on the job’s main responsibilities and the most challenging tasks or situations typically encountered in the job. The main body of the survey consists of rating questions about the importance of various general job responsibilities and requirements.
Here are the steps for building a competency model when the survey is used alone:
- The project leader of the competency modeling process contracts with Workitect to use the survey to build a competency model for one job.
- The project leader identifies at least 2 solid performers in this job and at least 2 managers of persons holding this job and sends these persons the web link for completing the survey and asks them to complete the survey within one week.
- When one week has passed and the survey has been completed by at least 2 jobholders and 2 managers of jobholders, Workitect analyzes the data, prepares a report, and sends it to the project leader.
- The report includes a set of competencies that are most important for effectiveness in the target job, based on the responses of the survey participants. Each competency has a summary score indicating its importance to the job, and the competencies are listed in descending order of their summary scores, along with a recommendation about which competencies to include in the competency model.
- To get buy-in for the competency model, the project leader can invite all or some of the survey respondents to a meeting to review the report and make the final decision about which competencies to include in the competency model.
When the competency modeling project includes other sources of data besides the survey, the competency modeling team reviews the report of the survey results, along with the results from other data sources and determines which competencies to include in the competency model.
ANOTHER OPTION: JOB COMPETENCY PROFILE
This is an abridged competency model using a virtual resource panel and surveys to use when it is impractical to convene a standard resource panel of job incumbents, managers of job incumbents and other subject matter experts in one geographic location and at one time.