Académique Documents
Professionnel Documents
Culture Documents
System
A Competency Based
Management System
Provides the process whereby competencies
needed to achieve success are identified
Integrates several human resources functions
Provides the basis for tracking and measuring
performance
What is a Competency?
Competencies fall into 3 main categories:
Core
Behavioural
Technical
Why Introduce
Competencies?
Competencies:
Highlight the value of the organization
Provide clear guidelines of success
Provide practical tools for performance
management
Target training needs for development of staf
Provide a better fit between employees and
their job
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What Do Competencies
Look Like?
Each competency has a definition and level of proficiency.
For Example:
Results Orientation
Definition:
The desire or drive to achieve or surpass
identified goals.
Establishes performance objectives and
measures to continuously improve performance
and standards of excellence in the organization.
Includes innovative or entrepreneurial
behaviours
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What Do Competencies
Look Like?
Results Orientation
Levels of proficiency and complexity
1. Wants to do the job well
2. Works to achieve goals
3. Sets own standards to improve
performance
4. Sets and strives to meet higher standards
of performance
5. Conducts Cost - Benefit Analyses
6. Takes Calculated Entrepreneurial risks
How Does a
Competency
Model Work?
Performance
Appraisal
Compensation
COMMON
Recruitment
INFORMATION
Jobs: Competency
Requirements
Selection
People:
Competencies
Succession
Planning
Training &
Development
Implementation of a
Competency Model
The implementation of a model is a 5step
Process:
1) Determine strategic directions of organization
2) Design the principles and architectural framework of
the model
3) Develop the competency model and assessment tools
4) Communicate progress and benefits to stakeholders
5) Integrate in phases
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Implementation of a
Competency Model
Step 1
Determine the strategic directions of the
organization
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Implementation of a
Competency Model
Step 2
Design the principles and architectural
framework of the model
How are competencies to be
used?
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Implementation of a
Competency Model
Step 3
Develop the competency model and tools for
linking human resources functions.
Develop competency profiles for each
job/position/role
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Implementation of a
Competency Model
Step 3
Develop the competency model and tools for
linking human resources functions
Create tools to operationalize competencies
e.g. : performance appraisals
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Implementation of a
Competency Model
Step 4 Communicate progress and benefits to
stakeholders
Step 5
Implement in phases
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Performance Management
Succession Planning
Recruitment
Process to select
competencies
Stage 1: Lists of behavioural competencies were
compiled from reviewed documents, from
interviews with selected staf and from Subject
Matter Experts (SME)
Stage 2: Focus groups of non-union staf were
brought together to select the most relevant
competencies from the lists; to revise and refine
the definitions; and create the Competency
Dictionary
Stage 3: Executive Management Team selected
the core competencies from the dictionary
Process to select
competencies
Stage 4: Focus groups of job families (director,
manager, supervisor) selected appropriate role
competencies (4-6) and identified the levels of
proficiency for core and role competencies
Stage 5: Non-union employees confirmed the
chosen competencies and levels of proficiency
by means of an electronic survey
Stage 6: Technical competency process will be
completed for business units to implement
Competency Dictionary
Adaptability
Conceptual Thinking
Developing Others
Problem Solving
Relationship Building
Strategic O rientation
Leadership
Leading Change
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Levels of Proficiency
Within each competency levels of proficiency
are described
As you progress through job level in the
organization employees are expected to
demonstrate a higher level of competency
Competencies
Customer Service Orientation- a desire to identify and
(Level 3)
Needs - (Level 4)
Director:
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Clarifies expectations
Level Two:
Level Three:
Level Four:
Level Five:
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Competencies
Director
Customer Service
Uses a Long-Term Perspective (Level 5)
Looks for long term benefits for the customer
Researches customer needs to guide strategy
development
Creates innovative solutions
Formulates strategies to optimize customer
service
Ensures policies reflect responsiveness to the
customer
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Implementation of a
Competency Model
Factors
To
Bear
In
Mind:
Process is labour-intensive
Cost
Duration of process
Organizational culture
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Thank you!