Competency-Based LearningA Practical Process and Living Case Study

Tom Gram Senior Director

Leadership and Business Solutions Global Knowledge

Lawrence Stevenson Senior Manager,

Workforce OptimizationTreasury Board Secretariat – Central

Agencies I&IT Cluster – IT Source

Agenda

• My IT Source Competency Program Introduction

• Competency-based Learning Elements and Process

• My IT Source: A Living Case Study

• Questions and Discussion

IT Source Learning Strategy Initiative

Issues Addressed by Competency-based Learning

• Skill and performance standards • Connection between learning and

business needs• Connection between learning and

individual needs• Objective skill gap assessments• Meaningful personal learning plans • Governance and management

framework • Unified HR processes with a common

foundation

The Elements of Competency-based Learning

Competency-based Learning Process

Role-based Learning Paths

Learning Actions

Competency

Model

Competency

What is a Competency?

Competency-based Learning Process

Role-based Learning Paths

Learning Actions

Competency

Model

Competency

What is a Competency?

Knowledge

Skill

Behaviour

Values

Self Concept

Motives

Traits

Visible

Hidden

Most easily developed

Most difficult to develop

Necessary but not sufficient

Differentiates excellent performance

Types of Competencies

Task Skills Performance Skills Behaviours/Traits

Assessing performance needs

Goal setting Achievement Orientation

Designing training Problem Solving Initiative

Facilitating training Decision Making Self Awareness

Supporting transfer of learning

Customer Focus Pragmatism

Evaluating training Conceptual Modeling Sense of Urgency

The Elements of Competency-based Learning

Competency-based Learning Process

Role-based Learning Paths

Learning Actions

Competency

Model

Competency

Measuring Competency Gaps

Application development

Database design

Security

Testing

Analytical Thinking

Client Focus

Communication

Results Orientation

Programmer/Analyst

The Elements of Competency-based Learning

Competency-based Learning Process

Role-based Learning Paths

Learning Actions

Competency

Model

Competency

70/20/10: The New Curriculum

Defining Learning “Actions”Modes of Learning

eLearning Self Study

Webinar Mobile podcasts

Instructor Led Performance guides

Coaching/Mentoring Discussion forum

Job shadowing One-on-one practice

Job assignments Professional associations

Communities of Practice Action learning team

Informal Learning Actions Mapped to Competencies

The Elements of Competency-based Learning

Competency-based Learning Process

Role-based Learning Paths

Learning Actions

Competency

Model

Competency

Role-Based Learning Paths

The Elements of Competency-based Learning

Competency-based learning process

Role-based Pearning paths

Learning Actions

Competency

Model

Competency

Requirements for an Effective Competency-based Learning Process

• Based on business driven competency standards

• Tools to assess gaps between current and desired performance

• Relevant learning resources mapped to standards

• Role-based learning paths

• Personal learning plans

• Management and governance system

A Competency-based Learning Process

Current Competencies

Competency Model

Ass

ess

me

nt

GapDevelopmentopportunities

Role-based Learning Paths

Formal and Informal Learning Actions

PersonalLearning Plan

Learning Management System

Managing the Process

Current Competencies

Competency Model

Ass

ess

me

nt Gap

Developmentopportunities

PersonalLearning Plan

Role-based Learning Paths

Formal and InformalLearning Actions

Learning Management System

Effectiveness Evaluation

• Are employees improving their skills and competencies?

• Are learning actions improving competencies?

• Are some competencies improving and others not?

• Are competencies improving business performance?

• What areas of the program can be improved?

Global Knowledge and IT Source Project

Competency-based Curriculum

(learning actions)

Implementation/Communications

Plan

Success Measurement

•Driven by IT Source Competency Program• Formal and

informal •Role based learning

paths

• Implementation plan for CMP • Implementation

plan for learning strategy• Input to

communications plan

•Key performance Indicators (KPI’s)•ROI

Learning Vision and Strategy

•A new vision for learning•Learning Strategy

and architecture

IT Source Learning Vision

IT Source supports a learning culture that encourages me to invest in myself. It is flexible, adaptive and connected to my career growth and value as a trusted partner.

IT Source Learning Lifecycle

IT Source Learning Lifecycle: Reflect

Assess Your Competencies

IdentifyOpportunities

Research Learning Options

Document Your Learning Plan

Compare current competencies to desired competencies in the My Development Tool.

Prioritizeopportunities for growth. Discuss with your Manager.

Research the formaland informal learning options available. Build them into your Learning Plan.

Create and manage your Learning Plan. Document and define how you will achieve your learning objectives.

IT Source Learning Lifecycle: Grow

Plan to ApplyConfirm YourCommitment

Learn and Participate

Create your action plan.Discuss with your Manager what combination of learning and activities are right for you.

Obtain approvals. Plan and register for your learning activities.

Participate in a variety of learning activities, such as courses, mentoring, job shadowing, etc.

IT Source Learning Lifecycle: Share

Make an Impact Learn Out Loud Refine Your Skills

Experiences build competencies. Apply your new skills. Record your experiences in your Learning Plan.

Share your learning. Teach and develop others. Deepen your knowledge. Learning is doing.

Gather honest feedback as you work. Develop furtherby continuing to reflect grow and share. Learning never ends.

Tools and Supports1. IT Source Guide to Competencies 2. Proficiency Map

3. My Development Tool

Guide to Competencies Name of Competency

Competency Definition

Proficiency Levels

Descriptions of

observable behaviours

B – Behavioural competency or T – Technical competency

Proficiency Map

My Development Tool

Individual Learning Plan (ILP)

Implementation ChangeManagement

Key Performance Indicators

Questions/Discussion

Tom Gram tom.gram@globalknowledge.com

@tomgram1416-964-8688 (2633)

PerformanceXdesign.wordpress.com

Lawrence Stevenson Lawrence.Stevenson@ontario.ca

@ljstoronto416- 327-1164