Competency management
- Competency model
- Adding a сompetency
- Adding indicators
- Editing a competency
- Removing a competency
- Publication of competence
- Assessment
- Adding a rating scale
- Editing the rating scale
- Removing the rating scale
- Competency profiles
- Adding a profile
- Coordination and approval of the profile
- Statuses
- Competency blocks
Competency model
The Competency management module consists of 3 parts:
- Competency model (competency blocks);
- Rating scale;
- Competency profiles.
The published competencies are used:
- In 360 assessment;
- When compiling competency profiles;
- When planning individual development plans (IDP);
- When creating courses/tests, it is informational. It is indicated which competencies the corresponding courses/tests develop.
The competency management model in the application is two- or three-level.
Level 1 - competence. For example, "teamwork".
Level 2 - indicator of manifestation. For example, for the competence "teamwork", "interested in the opinions of other colleagues", "quickly establishes contact and maintains partnerships", etc.
Level 3 - assessment. It can be any, 1, 2, 3, 4, 5 or shows, does not show, etc.
Any values can be set at each level.
Only application moderators have access to the Competency Management module. The module is opened via the moderator menu item:
The module contains 4 tabs:
- Competency model;
- Blocks;
- Assessments;
- Competency profiles.
The “Competency Model” tab is designed to form a library of corporate competencies and indicators of their manifestation.
Adding a сompetency
Enter the competency name in the field
Click on the plus - the competence will be added
The added competence will look like this:
By default, competencies are created single-level, i.e. without manifestation indicators. To add manifestation indicators, activate this element:
In order for a competency to become available in other modules, it must be published.
To publish, click the next item
Adding indicators
Click on the "Indicators" element in the added competency
A field for adding a competency will open, click on “Click to edit”
Enter the indicator name in the opened form:
This way you can add any number of indicators and edit the current ones.
Editing a competency
To edit a competency, click on it and it will open in editing mode.
To save the changes, don't forget to click on the element
Removing a competency
Publication of competence
The competence will be available during the 360 assessment, preparation of the IDP, and the competence profile after publication.
Assessment
Some scales use digital designations of ranks, with fractional assessments allowed, while other scales traditionally deal with letter designations.
Example:
Points |
Name |
Content description |
3 |
Exceeds expectations |
In addition to level 2:
|
2 |
Meets expectations |
|
1 |
Improvements needed |
|
0 |
Doesn't meet expectations |
|
A company can use several scales and the application allows you to create an unlimited number of scales.
The approved scales are used:
- In 360 assessment;
- When compiling competency profiles;
- When planning individual development plans (IDP).
The scale structure in the appendix has three columns:
- Points;
- Title;
- Substantive description.
Adding a rating scale
To add a new scale, click on the plus
Enter the name of the rating scale in the "Enter the rating scale name" field and click on the plus sign
Click on the "Rating" item
Click on the plus
A three column form will open for input and enter your rating.
The first column is the score in points. It will be used to calculate the results, the average value;
The second column is the title, for example, average, good, excellent, etc.;
The third column is an extended description.
Editing the rating scale
To edit, click on the rating, title or description and a window for editing will open. Do not forget to save the changes made.
Removing the rating scale
To delete a rating scale, click Delete and confirm the deletion
Competency profiles
Competency profiles include:
- Typical positions/roles (e.g. sales manager);
- Employees for whom the profile is used;
- Competencies that describe the given position/role;
- Assessments, namely their target level.
In this way, you can describe all the important roles/positions in your company. Why is this done:
- This module. Description of the target level of requirements for the position/role. What competencies the role should have and their target level (assessment);
- Understanding the current level of competencies. After testing or 360 assessment, an understanding of the current level of competencies appears;
- Based on this gap between the target competency model and the current one, an individual development plan for the employee can be created.
Adding a profile
A) To add a profile, click on the plus , enter the name of the typical position and click on the plus.
B) Open the profile editing card
C) Add employees who approve and approve the profile
D) Add employees to whom the profile will apply
E) Add competencies
F) For each added competency, select a rating scale and target level.