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Module 1: Writing Your Functional Competency Assessment

Module 1: Writing Your Functional Competency Assessment. East Carolina University Department of Human Resources Classification and Compensation. Competency Assessment Plan. Performance Evaluation. Assesses Employee based on Performance (HOW WELL they do their job)

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Module 1: Writing Your Functional Competency Assessment

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  1. Module 1: Writing Your Functional Competency Assessment East Carolina University Department of Human Resources Classification and Compensation

  2. Competency Assessment Plan

  3. PerformanceEvaluation • Assesses Employee based on Performance (HOW WELL they do their job) • Evaluate performance results on a five level rating scale • Outstanding • Very Good • Good • Below Good • Unsatisfactory

  4. Competency Assessment Assesses employee based on the knowledge, skills, and abilities that they demonstrate based on the business need of the organization (WHAT the employee does in support of their position in the organization) Defined at the Contributing, Journey, and Advanced levels

  5. Note: Functional

  6. Copied straight from the competency profile.

  7. Enter Expectations here

  8. Functional Competency Assessment Copy and paste directly from the competency profile at the appropriate level based on overall level of the position.

  9. Enter Final Results

  10. Writing Your Final Results • Separate performance from competencies • Stick to the facts • Give specific detail

  11. Functional Competency Assessment Final results are based on the knowledge, skills, and abilities demonstrated by the employee.

  12. Determining Overall Competency Level • Assess in relation to the established Functional Competencies from the Competency Profile. • Review 1 competency at a time • Assign 3 pt. rating (C,J,A) for each competency based on the final results

  13. Determining Overall Competency Level (cont.) Overall level = majority of individual Key Functional Competencies Exception - if one or more Key Functional Competencies is more critical to the organization, may carry more “weight” in final assessment. Consistency must be applied to all employees

  14. What to Consider… • How much variety in the work? • Is the work complex? • How much independence? • Is decision making required? • What is the consequence of an error? • Analytical skills required? • Types of tools/equipment used • Level of leadership

  15. What Not to Consider ….. • Performance (U, BG, G, VG, O) • Years of service

  16. Enter Development Activities

  17. Selecting Career Development Activities • What is the organizational need? • What employee competencies need development or strengthening to accomplish the above? • What areas does employee wish to improve? • Include Employee and Supervisor responsibilities

  18. Functional Competency Assessment Example

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