Advanced Competency Modeling Workshop - 2 Day Agenda


  • Creating Technical Competencies
  • Alternative Approaches to Job Competency Modeling (All Competencies)

Day 1 Creating Technical Competencies


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 2


Alternative Approaches to Model Building (Non-Technical Competencies)


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 (after models are built)

  • 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


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