Career Banding Competency Assessment Training

1. Career Banding Competency Assessment Training

2. Objectives • Prepare you to conduct Competency Assessments for your employees • Hands-on experience • Ask and answer questions

3. What are competencies? Competencies are the observable and measurable set of: • knowledge • skills • abilities that are necessary to perform the job.

4. Contributing Competencies Knowledge, skills, and abilities that are minimallyrequired for an entry level employee in the band.

5. Journey Competencies Fully applied body of knowledge, skills, and abilities required for the band.

6. Advanced Competencies Highest or broadest scope of knowledge, skills, and abilities required in the band.

7. Competency Profile • One profile for each banded class • Profile includes: • Description of Work • Role Description by level • Competency Definitions • Competencies at each level – Contributing, Journey, Advanced

8. Competency Profile Example http://www.osp.state.nc.us/CareerBanding/career-banding.htm

9. Your Role as Supervisor • Evaluate employee’s initial competency level • Discuss CA with employee • Assess competencies on an on-going basis

10. Your Role (cont’d.) • Providedetailed documentation for: • position’s band/level placement • employee CA • proposed salary adjustments • Plan career development activities with each employee • Assess and apply pay factors equitably

11. Assessing Competencies How to Assess Functional Competencies

12. Step 1: Identify Competencies • Consider what is required for position • Use the competency profile. EXAMPLE Data Collection: Ability to observe, monitor, collect and record data to assess accuracy, validity and integrity of data

13. Step 1: Identify Competencies List competency title and definition

14. Step 2: Define Expectations • Consider your expectations for the position (not the person in the position) • Use the Competency Profile for language to describe expectations. Language for Contributing Expectations Language for Journey Expectations Language for Advanced Expectations

15. Step 2: Define Expectations • Add or change language to make your description specific to the position • How will they be observed and measured? • Indicate C,J, or A for position expectation Competency Expectation at Journey level EXAMPLE Expectation: Ability to organize and tabulate data independently; ability to ensure quality control of data collection by ………………..........................................

16. Step 2: Define Expectations Describe expectations Indicate level needed for this position

17. Step 3: Document Results • Write an assessment statement for the employee. • Describe how the employee has demonstrated the competency • Assess against expectation Assessment statements for employee EXAMPLE Jill collected data for the Drought-Resistant Soybean research project. She maintained consistent and current calculations of plant growth and variable measurements. Jill quickly identified a variance with data collection for one of the key control variables.

18. Step 3: Document Results Write assessment statements for employee.

19. Exercise #1 Competency Assessment Statements 19 July 2008

20. Multiple positions? Example Competency Assessment Checklist 20 July 2008

21. Step 4: Determine Level • Review your assessment of the employee to determine if competencies are demonstrated at the Contributing, Journey or Advanced level. Employee demonstrating competency at Journey level EXAMPLE Jill collected data for the Drought-Resistant Soybean research project. She maintained consistent and current calculations of plant growth and variable measurements. Jill quickly identified a variance with data collection for one of the key control variables.

22. Step 4: Determine Level Indicate demonstrated competency level – J

23. Step 5: Determine Overall Level Check overall competency rating - J

24. Step 5: Determine Overall Level Overall level = same level as majority of individual competencies Exception - if one or more competencies is more critical to the organization, may carry more “weight” in overall assessment. Explain and justify in “Comments” section. 24 July 2008

25. Step 6: Plan Career Development • Organizational need? • Competencies to develop or strengthen to meet organizational need? • Employee interests and motivation? • Attainable in current position & work unit?

26. Step 6: Plan Career Development • Resources available? • Reasonable time frame? • Specific activities and/or training to improve the competency? • Responsibilities – employee & supervisor

27. Step 6: Plan Career Development Document Career Development activities

28. Review of Steps • Step 1: Identify competencies For each competency……….. • Step 2: Define expectations (use profile) • Step 3: Document results • Step 4: Determine level – C, J or A • Step 5: Determine overall level • Step 6: Plan Career Development activities

29. Example Employee Competency Assessment 29 July 2008

30. What Not to Consider ….. • Performance (U, BG, G, VG, O) • Volume of same work • Years of service • Personal characteristics

31. Horns effect Halo effect Stereotyping Recency effect Leniency effect Strictness effect Avoid Rater Bias

32. Exercise #2 Writing Competency Assessment Statements

33. Putting it All Together • Position competency requirements • Employee competencies • Employee performance

34. POSITION AND INCUMBENT POSITION & REQUIRED COMPETENCIES INCUMBENT Contributing COMPETENCY ASSESSMENT Journey Advanced

35. POSITION AND INCUMBENT POSITION & REQUIRED COMPETENCIES INCUMBENT Contributing COMPETENCY ASSESSMENT Journey Advanced • CONTRIBUTING • JOURNEY • ADVANCED SALARY DETERMINATION CAREER DEVELOPMENT PLAN

36. POSITION AND INCUMBENT POSITION & REQUIRED COMPETENCIES INCUMBENT Contributing COMPETENCY ASSESSMENT PERFORMANCE MANAGEMENT Journey Advanced • OUTSTANDING • VERY GOOD • GOOD • BELOW GOOD • UNSATISFACTORY • CONTRIBUTING • JOURNEY • ADVANCED SALARY DETERMINATION CAREER DEVELOPMENT PLAN

37. QUESTIONS?