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Competency Management

Introduction

1. The "Competency Management" module consists of 3 sections:

  1. Competency Model (Competency Blocks);
  2. Rating scale;
  3. Competency Profiles.

2. Published competencies are used:used for:

  • In the 360-degree assessment.
  • When creating competency profiles.
  • When creating individual development plans (IDP).
  • When creating courses/tests,tests. Indicate which competencies the competencies developed by the respectivecorresponding courses/tests are specified.develop.

3. The competency management model in the application is two- or three-tiered.

Level 1 - Competence. For example, "teamwork".

Level 2 - Manifestation Indicator. For example, for the competency "teamwork": "shows interest in the opinions of other colleagues",colleagues," "quickly establishes contact and maintains partnership relationships",relationships," etc.

Level 3 - Assessment. It can be any, 1, 2, 3, 4, 5, or exhibits,manifests, does not exhibit,manifest, etc.

At each level, any values can be set.

Creating a competency

1. ForTo creationcreate single-level competence Sufficient in the Competency Model tab:

  • Click on the plus signicon "Add Competency".
  • In the appeared window, enter the name of the competency.
  • Add to plus. Competence will be added to the competencies list of competencies in the Draft status.
  • Publish competence. 

2. To add indicators to a single-level competency (creation two-leveltier competenceitIt is necessary

  • Click on the element

  • Activate element
  • In the appeared window, add manifestation indicators.

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

3. Target Level.

The meaningpurpose of the "target level" for a competency is that when an employee doesfails notto reachmeet the target level, the system automatically generates development activities.

Target Level is set for the competency or for the manifestation indicators (for a two-level competency).

How does Target Level works:work:

  • TheA scale is selected.
  • From the scale, select the Target Level that the employee must possess is selected.possess.
  • Developmental activities or courses from the course catalog are added, aimed at developing competencies or indicators.
  • Further use of the mechanism occurs in tests or 360-degree assessments:
    • In tests. If Competence is selected for the test and the Generate IDP element is activated. If the passing score is not achieved, the system will automatically generate IDP, which will be available in their personal account. IDP is generated based on the developmental activities added in this section.
    • In the 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 per each competency.

4. Other actionsActions with competence.Competence. Competence can be:

  • Edit. By clicking on it.
  • Delete.
  • Publish.
Competency blocks

1. Competency blocks contain a set of published competencies.

2. Blocks are convenient to use when there are many competencies and it is necessary to add them to the 360-degree assessment in large quantities.

Ratings

1. Multiple scales can be used in the application. The scales are used for:

  • In the 360-degree assessment;
  • When developing competency profiles;
  • When forming individual development plans (IDP).

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

  • Points. They are used in the calculation ofcalculating results and the average value;
  • Title;
  • MeaningfulContent description.
Competency profiles

1. Competency profiles include:

  • Typical positions/roles (e.g., sales manager);
  • Employees for whom Profile is used;
  • Competencies that describe this position/role;
  • Ratings, namelyspecifically their Target Level.

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

2. Profile formation is used, among other things, to create individual development plans. The approach is as follows:

  • Description of the target level requirements for the position/role. What competencies should the role should possess and their Target Level (Assessment);
  • Understanding the current level of competencies. After conducting testing or a 360-degree assessment, an understanding of the current level of competencies emerges;
  • Based on this gap between the target competency model and the current one, an individual development plan is formed for the employee.

3. Profiles include approval functionality. After sending for approval, Profile will appear in the approver's Personal Account under the My Competencies tab.

ForTo approvalcoordinate and confirmation,approve, it is necessary to move the slider to the active state.

The approval process occurs in parallel; all approvers can see it in their personal accounts, but until everyone approves, Approver cannot finalize.

If there are no approvers and approver in the Profile, it can be Publish immediately.

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. CompetenceCompetency blocks contain a set of published competences.competencies.

2. Blocks are convenient to use when there are many competencescompetencies and itthey is necessaryneed to addbe themadded to athe 360360-degree 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:

  • Status coordination: coordinated, approved.
  • Status publications: published/not published.
Frequently Asked Questions
Question: What is the "Competency Management" module and what sections does it consist of?

Answer:

The "Competency Management" module is a tool designed for theeffectively effectivemanaging management of employees'employee skills and knowledge. It consists of three main sections:

  • Competency Model (Competency Blocks): Defines the structure of competencies, their levels, and indicatorsmanifestation of manifestation.indicators.
  • Rating scale: Used for quantitative and qualitative measurement of competency levels.
  • Competency Profiles: They describe competency requirements for specific positions or roles.
Question: How are published competencies used in the system?

Answer:

Published competencies have a wide range of applications:

  • In the 360-degree360 assessment: Serve as the basis for a comprehensive evaluationassessment of the employee by different groups of people (managers, colleagues, subordinates).
  • When creating competency profiles: Determine which competencies are required for a specific position.
  • When creating individual development plans (IDP): They helpHelp identify gaps in competencies and develop measures to address them.
  • When creating courses/tests: Allow to specify which competencies these educational materials develop.
Question: What is the structure of the competency management model?

Answer:

The competency management model can be two-level or three-level:

  • Level 1 - Competence: General description of a skill or quality, suchfor asexample, "teamwork".
  • Level 2 - Manifestation Indicator: Specific behavioral manifestations of the competency,competence, for example, for "teamwork" this could be "shows interest in thecolleagues' opinions of other colleagues"opinions" or "quickly establishes contact and maintains partnership relationships."
  • Level 3 - Assessment: The immediate Assessment level of indicator manifestation. This can be a numerical value (e.g., from 1 to 5) or a qualitative description (e.g., "demonstrates", "does not demonstrate").

In the two-level model, only competencies and the scale are present.

Question: What is the "Target Level" competency and how does it work?

Answer:

"Target Level" competency is the desired or required proficiency level of proficiency infor a specific competency or its indicator for an employee. Its meaning is as follows: if an employee doesfails notto reachachieve the setspecified target level, the system automatically generates developmental activities.

Principle of operation of the target level:

  • Select Rating Scale is selected.Scale.
  • It is determined from this scale.
  • DevelopmentalCompetencies or indicators are supplemented with developmental activities or courses from the catalog are added to competencies or indicators.catalog.

Further use occurs in 360 tests or 360-degree assessments:

  • In tests: If Test is related to competence and the IDP formation function of forming IDP is activated, then ifwhen the passing score is not achieved, a IDP is automatically created based on predefined developmental activities.
  • In the 360-degree360 assessment: After conducting the evaluation, the moderator may assign IDP for each competency based on the evaluationassessment results.
Question: What are competency blocks?

Answer:

Competency blocks are groups of published competencies. Their main convenience lies in simplifying the process of adding a large number of competencies to a 360-degree assessment. Instead of adding each competency individually, you can add an entire Block containing the required set of competencies.

Question: How are the grading scales structured and where are they used?

Answer:

The application can use multiple grading scales. The scale structure has three columns:

  • Points: Numerical values used for calculating results and the average value.
  • Title: Brief assessment level namename.
  • ContentDescriptive description:Summary: Detailed description of what this evaluationassessment level signifies.means.

Scales are used:

  • In the 360-degree assessment.
  • When compilingdeveloping competency profiles.
  • When forming individual development plans (IDP).
Question: What are competency profiles and what is their Assignment?

Answer:

Competency profiles are a tool for describing competency requirements for various positions or roles within a company. They include:

  • TypicalStandard positions/job titles/roles: For example, "sales manager".
  • Employees: For which this Profile is applied.
  • Competencies: Set of competencies required for this position/role.
  • Target Level ratings: Required proficiency level for each competency.

Profiles are used for:

  • Development of individualIndividual developmentDevelopment plans:Plans: By comparing the target competency level for the position and the employee's current level, gaps are identified, based on which the IDP is formed.
Question: What statuses can competencies, assessments, and profiles have?

Answer:

The system provides various statuses for managing elements:

  • Competence and Assessment: They canCan be in the statuses "published" or "unpublished".
  • Profile: It hasHas several types of statuses:
    • Status coordination: "Approved"agreed", "Endorsed"approved"
    • Status publications: "published" or "not published". Profile is reviewed inundergoes parallel approval by all approvers, and only after their approval can Approver approve it, after which Profile can be Publish.
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