©deWinton-Williams Consulting Ltd 2008 LETG 2008 Developing and Running a Competency Framework November 2008.

©deWinton-Williams Consulting Ltd 2008

LETG 2008

Developing and Running a Competency Framework

November 2008


Focus for this session

Scoping a competency framework

Selling a competency framework

Putting your framework together

Making your framework work for the business

What is a competency framework?

Activities The activities which are expected at different levels of progression

Skills The business skills which are essential to delivering activities

Attitudes The attitudes which differentiate excellent from OK

Technical skills The technical skills – essential to delivery in the role



Scoping your framework - 1

Full firm or gradual roll-out

Fee earners – or everybody?

How many levels?

pqe or career stages?

Activities as well as skills/qualities

Levels of skills or single definitions

Aligned with values/firm behaviours?


Scoping - 2

Who will champion?

Who will own the project?

Who is involved? - project team and users

Where will your expertise come from?

Who will provide internal steering?

Can you provide internal resource?


Selecting your consultants

Considerations - set your criteria– Experience– Size – can they provide resource?– Cost– Fit and flexibility– Transfer of skills– Transparency of deliverables– Beware linkage to ‘products’


Selling - six good reasons

Creates transparency and consistency

Raises standards

Drives change if required

Challenges and motivates

Drives development

Supports and aligns all services


Selling - supported processes

CF

Induction Appraisal

Career

Progression

Performance

Management

Training and Development

Change

Selection Reward


Selling - benefits to users

Clarity/consistency of expectation and progress

Clear criteria for selection fewer mistakes

Focussed performance discussions

Self-managed development

Performance based progression

Contextualised development and training

Creating your framework


Set up

Create project team (operations/logistics)

Create steering group (interface)

Project plan (detail)

Define and select contributors (buy-in)

Create timeline (link to deliverable)

Create contingencies



Achieving buy-in

Sell before you start

Tactical inclusion

Multi perspective project group

Wide inclusion in creation

Ownership by firm not consultants

Communications

Implementation

Positioning

Communicate– Project– Reasons and objectives– Deliverables and usage– Benefits – Inclusion


Creating the framework - overview



Creating the framework - data

Train internal resource if used

Create straw man for activities and skills?

Create template for technical skills

Interviews and focus groups

Check issues as you go

Expand for buy-in


Creating the framework - analysis

The most technical aspect of the project

Ensure clean data

Activities – cover everything then cut

Ensure clean descriptors of skills

Do not mix activities and skills

Benchmark – identify what missing

Insert aspirational data


Creating the framework - checking

Challenge the strawman again

Does it cover all activity expectations?

Do skills/qualities reflect culture?

Are technical skills detailed enough?

Does the framework reflect the future?

Will it support all processes?

Is the format as you want?


Roll-out

Initial communication

Briefings

Development planning

Link to process quickly (appraisal)

Refer to document as often a possible


Linking the framework to training

Create personal development plans

Create modular skill training programmes

Create specialist programmes for seniors

Position all development against the CF


Questions

Coffee break – working with consultants

Working with consultants – set up

Get referrals and research

See more than one

Address all your worries up front

Demand transparency of deliverables

Ensure clarity of expectations

Set out working ‘rules of engagement’


Working with consultants - fees

Check fee estimates – hidden costs

Agree added value consultant investment

Very expensive is not always a guarantee

Set up extension contingency

Set up payment plan


Working with consultants - info

Set up communication plan

Request reporting of issues

Address worries as you progress

Deliver feedback

Request advice and suggestions

Be very honest about political pitfalls


Working with consultants – questions

Relationship

Fees

Communication

Problems


©deWinton-Williams Consulting Ltd 2008 LETG 2008 Developing and Running a Competency Framework November 2008.

Documents

framework dewintonwilliams

role dewintonwilliams

training slide

business slide

application slide

competency framework

framework work

framework data train