1 / 37

National Park Service Competencies Project

National Park Service Competencies Project. National Park Service Competencies Project. NPS COMPETENCIES PROJECT NPS Competencies Steering Committee Stephen T. Mather Training Center Harpers Ferry, West Virginia 25425 August 26-28, 2003

zed
Télécharger la présentation

National Park Service Competencies Project

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. National Park Service Competencies Project National Park Service Competencies Project

  2. NPS COMPETENCIES PROJECT • NPS Competencies Steering Committee • Stephen T. Mather Training Center • Harpers Ferry, West Virginia 25425 • August 26-28, 2003 • COMPETENCY AND RELATED DEFINITIONS (Updated October 8, 2003) • TYPES OF COMPETENCY DEFINITIONS • Competency: A competency is a measurable pattern of knowledge, skills, abilities, behaviors and other characteristics that an individual needs to perform work roles or occupational functions successfully. • General Competency: A competency that is common to many jobs (such as reading or writing). • Technical Competency: A competency that is necessary for a specific occupation or cluster of occupations (such as Archaeology or Criminal Investigation). (Note: replaces old NPS “Core Competency” definition.) • Universal Competency: A general competency that is requisite for all National Park Service employees.

  3. Entry Level: Competencies for employees meeting basic qualifications. Intermediate Level: Competencies for employees with limited hands-on experience in one or more areas within their Career Field; such employees can handle some issues/situations/competencies in one or more areas within their Career Field on their own. (Note: replaces old NPS “Developmental Level” definition.) Full Level: Competencies for employees having considerable hands-on experience, generally in one or more areas within their Career Field; such employees can generally handle most issues/situations/competencies in more than one area within their Career Field on their own.

  4. NPS COMPETENCIES PROJECT • Stephen T. Mather Training Center • Harpers Ferry, West Virginia 25425 • NPS Competencies Workshop • October 28-30, 2003 • The NPS 6-Step Competencies Revisions/Updates Process • Establish/Review/Update/Revise Competency Titles & Descriptions • Establish/Review/Update/Revise Tasks for each competency • Crosswalk with OPM competencies and adopt where possible • Establish/Review/Update/Revise Job Titles/Series for the Learning Category • Get Feedback on competencies, tasks, and jobs from peers, field, and/or SME’s (strive for 80% concurrence) • Link competencies to jobs • Identify Entry, Intermediate, Full Levels • If appropriate, identify “Competency Groups” • Identify Competency Libraries

  5. NPS COMPETENCIES PROJECT • Stephen T. Mather Training Center • Harpers Ferry, West Virginia 25425 • August 26-28, 2003 • NPS Competencies Steering Committee Charter • Review competency development thus far, including identifying which competencies need to be validated; identify the best approach to validation, including adoption of OPM’s competencies where appropriate. • Review and/or agree upon a set of definitions, work processes, and assumptions to be followed by everyone dealing with competency issues. • Assess where each NPS Career Field and Special Program is regarding the use of competencies and develop an action plan for each that outlines what steps will be taken to complete competency definition, use of competencies in curriculum development, and validations, and set an appropriate timetable for accomplishment. • Determine what needs to be done to integrate the competencies into My Learning Manager and set an appropriate timetable to accomplish it. • Determine the best approach to work with Human Resources to integrate the competency model into other HR systems.

More Related