Competence management

Introduction

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

1. Competence Model (Competence Blocks);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 Model Competence).The target level is set for the competence or for the manifestation indicators (for a two-level competence).

How the Target Level Works: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.Publication status: published/not published.

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

2. Published competences are used:

When creating Individual Development Plans (IDPs).

When creating courses/tests, the competencies developed by the corresponding courses/tests are specified.

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": "shows interest in the opinions of other colleagues", "quickly establishes contact and maintains partnership relationships", etc.

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

At each level, any values can be specified.

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

Click the plus icon "Add Competence".

Enter the competence name in the dialog box that appears.

Add to plus. The competence will be added to the list of competences with the status Draft.

Publish Competence.

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

Activate Element

In the appeared dialog box, add manifestation indicators.

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

3. Target Level

The rating scale is selected.

The target level that the employee must possess is selected from the rating scale.

Developmental Events (DE) or Courses from the Course Catalog are added, aimed at developing Competences or Manifestation Indicators.

<p>Further use of the mechanism occurs in tests or 360 assessments:</p> <ul> <li><strong>In tests.</strong> If a competence is selected for a test and the <strong>Generate IDP</strong> element is activated. If the passing score is not achieved, the system will automatically generate an IDP, which will be available in their Personal Account. The IDP is formed based on the Development Events (DEs) added in this section.</li> <li><strong>In a 360 Assessment.</strong> After the assessment is conducted, a <strong>Assign IDP</strong> button will be available in the assessment results. The IDP can be assigned by the application moderator. The IDP is assigned for each competence.</li> </ul>

4. Other Actions with Competence. The Competence can be:

Edit. By clicking on it.

Delete.

Publish.

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 the 360 Assessment in large quantities.

Assessments

1. The application can use multiple rating scales. Rating scales are used for:

When forming Individual Development Plans (IDPs).

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

Content Description.

1. Competence Profiles include:

Typical Positions/Roles (e.g., Sales Manager);

Ratings, specifically their Target Level.

2. Profile formation is used, among other things, to create Individual Development Plans (IDPs). The approach is as follows:

Description of the target level requirements for the position/role. Which competences the role should possess and their target level (assessment);

Understanding the current level of competences. After conducting a Test or a 360 Assessment, an understanding of the current level of competences emerges;

To coordinate and approve, it is necessary to move the slider to the active state.

The approval process occurs in parallel; all coordinators see it in their personal accounts, but until all have approved, the approver cannot approve.

If there are no coordinators and approver in the Profile, it can be published immediately.

Frequently Asked Questions

Question: What is the "Competence Management" module and what sections does it consist of?

Answer:

Competence Management Module — is a tool designed for the effective management of employees' skills and knowledge. It consists of three main sections:

Competence Model (Competence Blocks): Defines the structure of competences, their levels, and manifestation indicators.

Rating Scale: Used for quantitative and qualitative measurement of competence levels.

Competence Profiles: Describe the competence requirements for specific positions or roles.

Question: How are published competences used in the system?

Answer:

Published competencies have a wide range of applications:

In 360 Assessment: Serve as the basis for a comprehensive assessment of an employee by different groups of individuals (managers, colleagues, subordinates).

When creating competence profiles: Determine which competences are necessary for a specific position.

When creating Individual Development Plans (IDPs): They help identify gaps in competences and form development events to address them.

When creating courses/tests: Allows to specify which competences the learning materials develop.

Question: What is the structure of the Competence Management Model?

Answer:

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

Level 1 - Competence: A general description of a skill or quality, for example, "teamwork".

Level 2 - Manifestation Indicator: Specific behavioral manifestations of a competence, for example, for "teamwork" this could be "shows interest in the opinions of other colleagues" or "quickly establishes contact and maintains partnership relationships."

Level 3 - Assessment: Direct assessment of the manifestation indicator level. This can be a numerical value (e.g., from 1 to 5) or a qualitative description (e.g., "manifests", "does not manifest").

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

Question: What is the "Target Level" of a competence and how does it work?

Answer:

"The Target Level" of a competence is the desired or required level of proficiency in a specific competence or its manifestation indicator for an employee. Its meaning is as follows: if an employee does not achieve the specified Target Level, the system automatically generates Development Events.

Principle of Target Level Operation:

The rating scale is selected.

The target level is determined from this rating scale.

To a competence or indicators, development events or courses from the catalog are added.

Further use occurs in tests or 360 assessments.

In tests: If the test is linked to a competence and the IDP generation function is activated, then upon failure to achieve the passing score, an IDP is automatically created based on predefined development events.

In 360 Assessment: After conducting the assessment, the moderator can assign an IDP for each competence based on the assessment results.

Question: What are competence blocks?

Answer:

Competence Blocks are groups of published Competences. Their main convenience lies in simplifying the process of adding a large number of Competences to a 360 Assessment. Instead of adding each Competence individually, an entire Block containing the required set of Competences can be added.

<p><strong>Question:</strong> How are the <strong>Rating Scales</strong> structured and where are they used?</p>

Answer:

In the application, multiple rating scales can be used. The scale structure has three columns:

Scores: Numerical values used for calculating results and the average value.

Title: Brief Name of the Rating Level.

Content Description: Detailed description of what this assessment level means.

Rating scales are used:

In 360 Assessment.

When compiling competence profiles.

When forming Individual Development Plans (IDPs).

Question: What are Competence Profiles and what is their purpose?

Answer:

Competence Profiles are a tool for describing competence requirements for various positions or roles within a company. They include:

Typical Positions/Roles: For example, "Sales Manager".

Employees: For whom this profile is applied.

Competences: A set of competences required for the given position/role.

Target Level of Assessments: The required level of proficiency for each competence.

Profiles are used for:

Formation of Individual Development Plans: By comparing the target level of competences for the position and the employee's current level, gaps are identified, on the basis of which an IDP is formed.

<p><strong>Question:</strong> What statuses can competencies, assessments, and profiles have?</p>

Answer:

The system provides various statuses for managing elements:

Competence and Assessment: Can be in the statuses "Published" or "Not Published".

Profile: Has several types of statuses: Coordination Status: "Coordinated", "Approved". Publication Status: "Published" or "Not Published". The profile undergoes coordination in parallel by all Coordinators, and only after their approval can the Approver approve it, after which the profile can be published.