16
Developing Competency Frameworks Lorna Badrick
Developing Competency Frameworks
Lorna Badrick
Objectives
Objectives of the session:-
• To consider how you define the skills, behaviours and attitudes that workers need to perform their roles effectively
• To understand why the development of a competency framework can be effective at organisation, department and role level.
• To consider the main steps in the competency framework development process.
• To reflect on what type of competencies would benefit your department and organisation.
• To understand more about the development and importance of leadership and management competencies.
Quotes for you…
“What gets measured gets improved” Peter Drucker
“If you want something new you, you have to stop doing something old” Peter Drucker
Question…
What measures can support in defining the skills, knowledge, behaviours and attitude that workers need to perform their roles
effectively?
Potential Measures
• Formal Education
• On the Job Training
• Personal Characteristics
• Previous Experience
• Years of Experience
• Business Qualifications and/or Accreditations
• Organisational Culture Fit
Definition of Competencies
“Competencies are a signal from the organisation to the individual of the expected areas and levels of
performance.
They provide the individual with an indication or map of the behaviours and actions that will be valued,
recognised and in some organisations rewarded.
Competencies can represent the language of performance in an organisation.” CIPD
A competency based approach
• A holistic assessment which describes an ideal set of behaviours and traits needed for a particular role.
• The linking of individual performance to the goals of the business.
• Competencies are the integrated knowledge, skills, behaviours, values and judgement that people need to perform a job effectively.
• A defined set of competencies demonstrates clearly the type of behaviour your organisation values and which it requires to enable the achievement of objectives.
• Enables employees to achieve potential, develop all rounded skills and contribute effectively to the overall business.
Benefits to your organisation of a competency based approach
• Empowers and enables your employees to demonstrate expertise and offers progression opportunities both within a role and for promotion purposes.
• Enables a more effective recruitment process aligned to business requirements.
• Feeds into one to one conversations and the end of year process enabling a transparent and consistent approach to performance assessment.
• Allows a clear picture of skill and competency gaps within an organisation.
• Identifies key talent within an organisation.
• Identifies training and development needs for all employees and enable effective objective setting.
• Enables pro-active succession planning
Developing a Competency Framework
• Senior Management Engagement
• Define the Purpose
• Create a Team
• Distinguish between organisational and role specific areas
Competency Headings
Technical CompetenceDelivery of High Quality
WorkWorking to Achieve Results
Focusing on Our Customers Working as a TeamProfessionalism and
Integrity
Communication Developing Our PeopleManagement and
Leadership
Developing a Competency Framework
• Design framework model
• Work in partnership with Heads of Department and Function
• Role description analysis and organisational fit
• Employee Buy In
• Salary Ladders and Reward structures
Defining effective Leadership through competencies
Implementation
• Communication
• Engagement
• Coaching and Training
• Embedding
• Evaluation Metrics
Thank you
• Thank you for listening and my contact details via LinkedIn
