Competence management

Introduction

1. The "Competence management" module consists of 3 sections:

1. Competence model (competence blocks);
2. Rating scale;
3. Competence profiles.

2. Published competences are used:

• In 360 assessment.
• When creating competence profiles.
• When creating Individual Development Plans (IDP).
• When creating courses/tests. It is indicated which competences the corresponding courses/tests develop.

3. The competence management model in the application is two- or three-level.

Level 1 - competence. For example, "Teamwork".

Level 2 - manifestation indicator. For example, for the competence "Teamwork": "Interested in colleagues' opinions", "Quickly establishes contact and maintains partnerships", etc.

Level 3 - assessment. It can be any: 1, 2, 3, 4, 5 or "Exhibits", "Does not Exhibit", etc.

Any values can be set at each level.

Creating a competence

1. To create a single-level competence, it is sufficient in the competence model tab to:

• Click on the plus "Add competence".
• In the dialog box that appears, enter the name of the competence.
• Click add. The competence will be added to the list of competences in the status Draft.
  
• Publish the competence.

2. To add manifestation Indicators to a single-level competence (creating a two-level competence), it is necessary to:

• Click on the element 

  

• Activate the element 

  

  
  
• In the dialog box that appears, add manifestation indicators.

IMPORTANT! When converting a competence from two-level (with manifestation Indicators) to single-level (without manifestation Indicators), the entered manifestation Indicators will be deleted.

3. Target level.

The meaning of the "target level" for a competence is that when an employee does not achieve the target level, the system automatically forms development events.

The target level is set for the competence or for the manifestation indicators (for a two-level competence).

How the target level works:

• A rating scale is selected.
• The target level that the employee should possess is selected from the rating scale.
• Development events or courses from the course catalog aimed at developing the competence or manifestation Indicators are added.
• Further use of the mechanism occurs in tests or 360 assessments:
  • In tests. If a competence is selected for the test and the generate IDP element is activated. If the passing score is not achieved, the system will automatically form an IDP, which will be in their personal account. The IDP is formed based on the development events added in this section.
  • In 360 assessment. After the assessment is conducted, the assign IDP button will be available in the assessment results. The IDP can be assigned by the application moderator. The IDP is assigned for each competence.

4. Other actions with a competence. A competence can be:

• Edited. By clicking on it.
• Deleted.
• Published.

Competence blocks

1. Competence blocks contain a set of published competences.

2. Blocks are convenient to use when there are many competences and it is necessary to add them to a 360 assessment in large quantities.

Rating scales

1.Several rating zcales can be used in the application. Rating zcales are used:

• In 360 assessment;
• When compiling competence profiles;
• When forming Individual Development Plans (IDP).

2. . The structure of the rating scale in the application has three columns:

• Scores. Participate in the calculation of results, average value;
• Name;
• Descriptive explanation.

Competence profiles

1. Competence profiles include:

• Standard positions/roles (e.g., sales manager);
• Employees for whom the profile is used;
• Competences that describe this position/role;
• Assessments, namely their target level.

Thus, all roles/positions in the company can be described.

2. Forming profiles is also used to create Individual Development Plans. The approach is as follows:

• Description of the target level of requirements for the position/role. Which competences the role should possess and their target level (assessment);
• Understanding the current level of competences. After conducting testing or 360 assessment, an understanding of the current level of competences appears;
• Based on this gap between the target competence model and the current one, an Individual Development Plan is formed for the employee.

3. Profiles contain coordination functionality. After submission for coordination, the profile will appear in the coordinator's Personal account under the My competences tab..

For coordination and approval, move the slider to the active state.

Coordination occurs simultaneously; all coordinators see it in their Personal account, but until all coordinate, the approver cannot approve.

If a Profile has no coordinators and no approver, it can be published immediately.

Statuses

Competence and assessment: published/not published.

Profile:

• Approval status: coordinated, approved.
• Publication status: published/not published.