The tasks required for building the competency model are outlined below.
- the key tasks
- performance indicators or measures
- skill/knowledge requirements
a) Consultants conduct five 60-90 minute key event interviews with superior-performers in the target position. These individuals should be carefully selected, based on nominations from multiple sources. The interviewer asks the person to describe several successful events and one or two events in which the person encountered problems. For each event, the interviewer asks how the person became involved and what he/she did, thought and said at key points along the way. These confidential interviews are tape-recorded. The chief value of the interviews is in identifying specific behaviors associated with superior performance. These specific behaviors may be unique to the role and describe what superior performers do, to achieve outstanding results.
b) In addition, consultants conduct five 60-minute job analysis interviews with managers of the target position. The objective of these interviews is to understand the supervisor job and what makes them successful or unsuccessful from the bosses' perspective.
Main responsibilities of the position
For each responsibility:
- Key tasks
- Performance indicators and measures
- Skill/Knowledge requirements
Competencies needed for superior performance
For each competency:
- A definition
- Specific behaviors demonstrated by superior performers