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Competency Based LearningAn Uptime Element supported by Life Cycle Institute best practices

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What is competency-based learning?

The meaning of competency-based learning (CBL) varies from organization to organization

Competency (wikipedia): The ability of an individual to do a job properly.

A competency is a set of defined behaviors that provide a structured guide

enabling the identification, evaluation and development of the

behaviors in individual employees.

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6 essential components

Choose a learner: role/function, division, entire organization

Identify desired competencies

Perform a gap analysis

Develop Individual Development Plans (IDPs)

Implement IDPs

Monitor results. Adjust IDPs & coaching strategies as

needed

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Choose a learner

• What is the scope of your competency-based learning program?

• Who are the learners?

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Identify desired competencies

• Keep this simple• Limit to 8-10 competencies• Define basic, intermediate, advanced

behaviors• Easy to read in a table format

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Performing a gap analysis

• Keep it simple• Manager and individual assess separately• Come to consensus• Choose a target level (basic, intermediate

advanced) for each competency

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Create individual development plan• Choose 2 competencies to work on within 90 days:

– 1 that is achievable within 30 days– 1 with the biggest impact

• Choose learning interventions to meet competency goal– Could be a class, advanced job responsibility, self-

study or a combination• Identify timeframe and support needed

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• Provide opportunity for learner to engage in activities to develop competency

• Check in ideally every 2 weeks during timeframe

• Adjust the plan as needed• Celebrate progress!

Implement and monitor development

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Implementing competency based LEARNING

• People learn from their experiences.• The 70-20-10 model for learning design

recognizes and leverages the way we really learn. – 70% – application, doing it, stretch goals– 20% – coaching, peers– 10% – classroom / formal

• Organizations report people learn more, better, faster when 70-20-10 is applied. And they report up to a 75% reduction in their training spend!

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3A Learning® : a model to implement 70-20-10

Purpose

Tools

Align

Assess need / skill gap

Set goals

Define follow up plan

Blooms

Learning Objectives

Learning Impact Maps

Assimilate

10%

Active Learning

Learning Objectives

Application practice

Facilitator Competencies

Action Planning

Impact map

Apply

70% + 20%

Document 90-day goals

Accountability

Sustain behavior change

Results

Partner with manager

Follow through Coaching

Celebrate success

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3A Learning® and ADKAR®

ADKAR and ADKAR terms are trademarks of Prosci. Used with permission.

www.change-management.com. 

AwarenessLearning Impact Map

objectives

DesireLearning Impact Map

behaviors / results

KnowledgeRelevant, participant-centered learning event

AbilityMentorCoach

ReinforcementAccountability

Success stories Celebration

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Education@LCE.com

www.LCE.com

800-556-9589

The Life Cycle Institute is the learning, leadership and change management practice at Life Cycle Engineering.