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.
- 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.
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
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