July 2008 1. 2 Objectives Prepare you to conduct Competency Assessments for your employees Hands-on experience Ask and answer questions.

July 2008 1

July 2008 2

Objectives

Prepare you to conduct Competency Assessments for your employees

Hands-on experience

Ask and answer questions

July 2008 3

What are competencies?

Competencies are the observable and measurable set of: knowledge skills abilities

that are necessary to perform the job.

July 2008 4

Contributing Competencies

Knowledge, skills, and abilities

that are minimally required

for an entry level employee

in the band.

July 2008 5

Journey Competencies

Fully applied body of

knowledge, skills, and abilities required for the band.

July 2008 6

Advanced Competencies

Highest or broadest scope of

knowledge, skills, and abilities

required in the band.

July 2008 7

Competency Profile

One profile for each banded class Profile includes:

Description of WorkRole Description by levelCompetency DefinitionsCompetencies at each level –

Contributing, Journey, Advanced

July 2008 8

Competency Profile

Example

http://www.osp.state.nc.us/CareerBanding/career-banding.htm

July 2008 9

Your Role as Supervisor

Evaluate employee’s initial

competency level

Discuss CA with employee

Assess competencies

on an on-going basis

July 2008 10

Your Role (cont’d.)

Provide detailed documentation for:position’s band/level placementemployee CAproposed salary adjustments

Plan career development activities

with each employee Assess and apply pay factors equitably

July 2008 11

Assessing Competencies

How to Assess

Functional Competencies

July 2008 12

Step 1: Identify Competencies

Consider what is required for position

Use the competency profile.

EXAMPLE

Data Collection: Ability to observe, monitor, collect and record data to assess accuracy, validity and integrity of data

July 2008 13


CompLevel

Competency definition Employee demonstration of competency Level C J A

Data Collection

Career Development Activities (include Supervisor and Employee responsibilities):

Overall Competency Assessment: Contributing (C) Journey (J) Advanced (A)

List competency title and definition

Step 1: Identify Competencies

July 2008 14

Step 2: Define Expectations

Consider your expectations for the position (not the person in the position) Use the Competency Profile for language to describe expectations.

Contributing Journey Advanced

Ability to observe, collect and record a variety of data.

Ability to organize and tabulate data: ability to ensure quality control of data collection.

Ability to identify and report variations or discrepancies in the data; ability to organize and prepare data for analysis.

Language for Contributing Expectations

Language for Journey

Expectations

Language for Advanced

Expectations

July 2008 15


Add or change language to make your description specific to the position How will they be observed and measured? Indicate C,J, or A for position expectation

EXAMPLE

Expectation: Ability to organize and tabulate data independently; ability to ensure quality control of data collection by ………………..........................................

CompetencyExpectation at Journey level

July 2008 16


Comp.Level


Data Collection

J Ability to organize and tabulate data independently; ability to ensure quality control of data collection by ……………




Describe expectationsIndicate level

needed for this position

July 2008 17

Step 3: Document Results

Write an assessment statement for the employee.

Describe how the employee has demonstrated the competency

Assess against expectation

EXAMPLEJill collected data for the Drought-Resistant Soybean research project. She maintained consistent and current calculations of plant growth and variable measurements. Jill quickly identified a variance with data collection for one of the key control variables.

Assessment statements for

employee

July 2008 18


CompLevel


Data Collection

J Organizes and tabulates data independently; ensures quality control of data collection by ….

Jill Smith collected data for the Drought-Resistant Soybean research project. She maintained consistent and current calculations of plant growth and variable measurements. Jill quickly identified a variance with data collection for one of the key control variables.



Step 3: Document Results

Write assessment statements for employee.

July 2008 19

Exercise #1

Competency Assessment Statements

July 2008 20

Multiple positions?

Example

Competency Assessment Checklist

July 2008 21

Step 4: Determine Level

Review your assessment of the employee to determine if competencies are demonstrated at the Contributing, Journey or Advanced level.

EXAMPLEJill collected data for the Drought-Resistant Soybean research project. She maintained consistent and current calculations of plant growth and variable measurements. Jill quickly identified a variance with data collection for one of the key control variables.

Employee demonstrating competency at Journey level

July 2008 22


CompLevel

Competency definition Employee demonstration of competency LevelC J A

Data Collection

J Organizes and tabulates data independently; ensures quality control of data collection by …..

Jill Smith collected data for the Drought-Resistant Soybean research project. She maintained consistent and current calculations of plant growth and variable measurements. Jill quickly identified a variance with data collection for one of the key control variables.

J



Step 4: Determine Level

Indicate demonstrated

competency level – J

July 2008 23


Comp.Level


Knowledge J J

Data Collection

J Organizes and tabulates data independently; ensures quality control of ……

Jill Smith collected data for the Drought-Resistant Soybean research project. She maintained consistent and current calculations of plant growth and variable measurements. Jill quickly identified….

J

Ops. – Res. Support

J C

Lab. Care J J


Overall Competency Assessment: Contributing (C) X Journey (J) Advanced (A)

Step 5: Determine Overall Level

Check overall competency rating - J

July 2008 24

Step 5: Determine Overall Level

Overall level = same level

as majority of individual competencies

Exception - if one or more competencies is more critical to the organization, may carry more “weight” in overall assessment. Explain and justify in “Comments” section.

July 2008 25

Step 6: Plan Career Development

Organizational need?

Competencies to develop or strengthen to

meet organizational need?

Employee interests and motivation?

Attainable in current position & work unit?

July 2008 26


Resources available?

Reasonable time frame?

Specific activities and/or training

to improve the competency?

Responsibilities – employee & supervisor

July 2008 27


Comp.Level


Knowledge J J

Data Collection

J Organizes and tabulates data independently; ensures ……

Jill Smith collected data for the Drought-Resistant Soybean research project. She maintained consistent and current calculations of plant growth and..….

J

Ops – ResSupport

J C

Lab Care J J


Develop skills in mixing chemicals – read product specifications and procedure manual; assist S. Johnson in mixing feeding solution for 2 weeks; perform independently by no later than September 1, 2008; document activity for 30 days.



Document Career Development activities

July 2008 28

Review of Steps

Step 1: Identify competencies

For each competency……….. Step 2: Define expectations (use profile) Step 3: Document results Step 4: Determine level – C, J or A

Step 5: Determine overall level Step 6: Plan Career Development activities

July 2008 29

Example

EmployeeCompetency Assessment

July 2008 30

What Not to Consider …..

Performance (U, BG, G, VG, O)

Volume of same work

Years of service

Personal characteristics

July 2008 31

Avoid Rater Bias

Horns effect

Halo effect

Stereotyping

Recency effect

Leniency effect

Strictness effect

July 2008 32

Exercise #2

Writing

Competency Assessment Statements

July 2008 33

Putting it All Together

Position competency requirements

Employee competencies

Employee performance

July 2008 34

Advanced

POSITIONAND

INCUMBENT

POSITION &REQUIRED

COMPETENCIES

INCUMBENT

Contributing

JourneyCOMPETENCY ASSESSMENT

July 2008 35

CAREERDEVELOPMENT

PLAN

Advanced

SALARYDETERMINATION

POSITIONAND

INCUMBENT

POSITION &REQUIRED

COMPETENCIES

INCUMBENT

Contributing


•CONTRIBUTING•JOURNEY•ADVANCED

July 2008 36

CAREERDEVELOPMENT

PLAN

Advanced

SALARYDETERMINATION

POSITIONAND

INCUMBENT

POSITION &REQUIRED

COMPETENCIES

INCUMBENT

Contributing


PERFORMANCEMANAGEMENT

•OUTSTANDING•VERY GOOD•GOOD•BELOW GOOD•UNSATISFACTORY

•CONTRIBUTING•JOURNEY•ADVANCED

QUESTIONS?

July 2008 1. 2 Objectives Prepare you to conduct Competency Assessments for your employees Hands-on experience Ask and answer questions.

Documents

advanced slide

data ability

journey level slide

integrity of data slide

journey competencies

competency expectation

competency assessments

tabulate data